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PSY FPX 6710 Assessment 4 Intervention Proposal to Address

Name

Capella University

PSY FPX 6710 Principles of Industrial/Organizational Psychology

Prof. Name

Date

Abstract

The adage “Seek first to comprehend, then be understood” attributed to Anna Pavlova resonates profoundly with me on multiple levels. Prioritizing understanding over immediate response can significantly influence relationships and communication dynamics. When individuals listen with the intent to reply rather than to understand, it can lead to a sense of dismissal or invalidation of the speaker’s perspective or emotions.

This tendency may leave the speaker feeling unheard and frustrated, hindering effective communication. Genuine communication involves seeking understanding first and then conveying one’s own needs and expectations, ideally leading to mutually satisfactory resolutions. Embracing the principle of “Seek first to understand, then be understood” fosters an environment of respect and encourages open, honest communication—an approach I employ in my interactions with colleagues to affirm the value of their voices. This principle is also applicable in Industrial and Organizational Psychology, facilitating constructive relationships between associates and management within companies.

Introduction

Diversity within an organization refers to a diverse blend of individuals from various backgrounds and cultures collaborating within the same entity (Nika, 2018). Research underscores the benefits of fostering a diverse, multicultural environment, enhancing creativity and productivity among peers. In contemporary settings, companies strive for diversity driven by ethical, legal, and economic imperatives (Nika, 2018). However, the mismanagement of diversity can potentially yield adverse effects on organizational dynamics.

This proposal aims to introduce a diversity intervention to address performance and job satisfaction within Company G—a multinational enterprise operating in the United States, East Asia, and Europe. With a predominantly male workforce of 5,000 employees, Company G is gradually diversifying its demographic profile, notably with an influx of 800 Serbian immigrants. The proposed intervention seeks to enhance overall job performance and efficiency by evaluating and optimizing the company’s diversity landscape. The intervention encompasses interview protocols, intervention methodologies, data collection strategies, analysis procedures, adherence to professional standards, anticipated outcomes, and evaluation strategies.

Interview

Intervention Proposal

To initiate an effective intervention aimed at enhancing overall performance and job satisfaction through diversity, the first step involves comprehensive data analysis. This analysis entails assessing the current organizational culture and satisfaction levels within Company G. Transparency from both leadership and subordinates is imperative in gathering accurate insights. As a practitioner-scholar, I ensure strict confidentiality of all shared information.

PSY FPX 6710 Assessment 4 Intervention Proposal to Address

Organizational climate, as conceptualized by Lewin, Lippitt, and White (1939), encompasses shared employee perceptions within a work entity. It comprises dimensions such as role stress, job challenge, leadership support, and workgroup cooperation (Conte & Landy, 2018). Research indicates that effective management of diversity is essential to mitigate negative repercussions such as emotional conflicts and higher turnover rates (Jamshid Ali Turi, 2022). Therefore, the intervention is designed to address these dimensions through a structured interview process.

Intervention Proposal

Methodology

The proposed intervention adopts the Kirkpatrick methodology, particularly focusing on behavior modification (Kirkpatrick, 2013). This approach emphasizes changing behaviors to enhance organizational efficiency. A comprehensive survey instrument, encompassing both qualitative and quantitative aspects, will be administered to evaluate behavior changes regarding diversity and inclusion.

Professional Standards

Professional standards serve as guidelines to promote organizational effectiveness, inclusivity, and reduced turnover. The intervention aligns with evolving standards by fostering a culture of inclusivity and diversity. Policies will uphold accountability, ensuring a respectful environment free from discrimination or harassment.

Evaluation and Anticipated Results

Evaluation of the intervention will be conducted using the Kirkpatrick methodology, emphasizing behavior change. Continuous assessment and training updates will sustain a culture of inclusivity, fostering a diverse workforce and economic growth for Company G.

Conclusion

In conclusion, Company G stands to benefit significantly from fostering an inclusive, culturally competent environment, especially amidst its expansion efforts. Leadership’s commitment to training and policy implementation will drive sustainable change, ultimately enhancing job performance and efficiency.

References

Conte, J. M. (2019). Work in the 21st Century: An Introduction to Industrial and Organizational Psychology (6th ed.). Hoboken: Wiley Global Education U.S.

Jamshid Ali Turi, S. K. (2022). Diversity impact on organizational performance: Moderating and mediating role of diversity beliefs and leadership expertise. Emory, 1-15.

Kirkpatrick, J. D. (2013). Creating a Post-Training Evaluation Plan. Hoboken: Wiley Global US.

Nika, U. M. (2018). Workforce Diversity and Organizational Performance- A ReviewResearch Gate, 571- 576.

PSY FPX 6710 Assessment 4 Intervention Proposal to Address

Sippola, A. (2007). Developing culturally diverse organizations: a participative and empowerment-based method. Emerald, 253-273.

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