Description Assessment 2 Instructions: LGBT Policy Statement Develop a researc …

Description Assessment 2 Instructions: LGBT Policy Statement Develop a research-based policy statement for your setting that addresses a human resources issue for the LGBT population.Introduction Practicing psychologists are often hired to consult with organizational policy-makers; and to develop intervention plans, sensitivity training, and policy implementation programs for government, business, education, industries, and health care organizations.To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community. How does the understanding of perceiving persons and attribution bias help you in your personal or professional life? What theories could be applied to reduce prejudice, discrimination, or sexism in your professional setting? What factors influence the link between attitudes and behavior? Preparation Read the Assessment 2 Context document for information about the subject of this assessment.Use the Capella Library and the Internet to research current LGBT workplace legislation; hiring, firing, and retention, promotional opportunity, health insurance, or parenting leave. Some suggested keywords for searches include a combination of LGBT and: protection in the workplace; inclusion; self-concept; self-esteem; self-efficacy; normalization; discrimination; social support; perceived stress in sexual minorities; et cetera.Use this template to complete your assessment. Policy Statement Template [DOC]. The deliverable for this assessment is a research-based policy statement. Sample policy statements and templates are available on many websites, if you wish use them as guides.The purpose of a policy statement is to state acceptable methods or behaviors in an organization. Essentially, a policy states the organizational values and how those values relate to the organization’s purpose.Instructions Assume the role in the scenario described below.SCENARIO You are a consulting organizational psychologist. You have been retained to develop a new policy for the LGBT population in your professional setting (or for a setting from your experience.) DELIVERABLE Propose a research-based policy for one specific issue regarding the LGBT population for a setting. For example, propose a new policy for hiring, firing, and retention, promotional opportunity, health insurance, or parenting leave. Identify the professional setting related to your experience. The Policy Statement should be two pages, maximum. Brevity does not mean this assessment lacks academic rigor. Disciplined, succinct writing requires thorough knowledge of the subject and excellent writing skills. Address each of the following elements in your policy statement, using the template provided: Analyze research related to concepts of self-esteem, self-concept, self-presentation, and self-efficacy for the LGBT population. Integrate social psychology principles and research to propose an LGBT policy for a workplace. Analyze how the proposed policy and current workplace legislation reflect social psychology principles. How does the research-based proposed policy meet the requirements of current laws? How do laws reflect principles of social psychology? Evaluate the implications of a new policy for the organization and individuals. How will this new policy be perceived by others in the organization? How will this affect the organizational culture? What suggestions do you have for addressing resistance or changing the culture?  POST ContextSocial CategorizationA fundamental process in social perception is social categorization. We classify people and events based on their similarities to each other. As a result, we develop cognitive schemas that allow us to interpret events and decide how to respond to social situations. An overreliance on categories and schemas can lead to stereotype formation, which is a root of prejudice, discrimination, racism, and sexism. Various factors contribute to stereotype formation, and you can reduce prejudice, sexism, and racism by better understanding stereotype formation.Attitudes and BehaviorWhat is the link between attitudes and behaviors? You may be surprised to find out that attitudes do not always predict behavior. LaPiere (1939) was the first to document that attitudes and behaviors often do not match. Since that time, many researchers (Ajzen & Fishbein, 1977; Ajzen, 2001) have looked at factors that determine whether attitudes will predict behavior. You will critically analyze the many factors that influence the link between attitudes and behaviors.Laws, Attitudes, and Complex PoliciesPrejudice, discrimination, racism, sexism, et cetera, grow from and reinforce stereotypes. Many of our attitudes and perspectives reflect childhood familial and cultural attitudes, experiences, and environments. An individual’s attitudes, however, may not translate directly into behaviors. In addition, attitudes and laws are changing dramatically in America. In this regard, laws impacting LGBT populations are in a state of flux throughout the country and can be challenging for many, particularly when an individual’s attitudes may be different from legally and socially acceptable behavioral responses. As a result, understanding current legal and ethical standards of states, professional associations, and the Federal government in relation to LGBT issues is critical for healthcare professionals and anyone in government, military, education, business, or industry. It is especially important for those in positions of authority—those who must make, implement, and enforce policy related to LGBT issues. This assessment is designed to help you explore these complex and, at times, emotion-laden issues.ReferencesLaPiere, R. T. (1934). Attitudes versus action. Social Forces, 13, 230–237.Ajzen, I., & Fishbein, M. (1977). Attitude-behavior relations: A theoretical analysis and review of empirical research. Psychological Bulletin, 84(5), 888–918.Heider, F. (1958). The psychology of interpersonal relations. Wiley.Jones, E. E., & Davis, K. E. (1965). From acts to dispositions: The attribution process in person perception. Advances in Experimental Psychology, 2, 219–266.Jones, E. E. (1990). Interpersonal perception. Freeman.Kelley, H. H. (1967). Attribution in social psychology. Nebraska Symposium on Motivation, 15, 192–238.

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