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PSY FPX 8711 Assessment 4 Intervention Proposal


Capella University

PSY FPX 8711 Principles of Industrial/Organizational Psychology

Prof. Name


Intervention Proposal

In contemporary organizational settings, creating an inclusive environment is crucial for maintaining productivity and fostering employee well-being. This proposal aims to present an intervention strategy tailored to improve diversity management and leadership effectiveness in the workplace.

Understanding the Need

Effective leadership in today’s multicultural workplaces requires a nuanced understanding of diverse perspectives and cultures. Research by Aritz and Walker (2014) emphasizes the importance of accommodating various leadership styles in multicultural groups to enhance collaboration and performance. Similarly, studies by Stoermer et al. (2016) highlight the influence of national culture on inclusion climate, emphasizing the necessity for culturally sensitive interventions.

Proposed Intervention

The proposed intervention comprises several key components:

Leadership DevelopmentBased on insights by Gemeda and Lee (2020), the intervention will provide leadership training tailored to meet the diverse needs and cultural nuances within the organization. This training will focus on enhancing leaders’ multicultural competence, emotional intelligence (Drigas & Papoutsi, 2018), and transformational leadership skills (Steinmann et al., 2018).
360-Degree FeedbackImplementing a 360-degree feedback mechanism, as suggested by Garavan et al. (1997), will enable comprehensive performance evaluation and foster a culture of accountability and continuous improvement.
Cultural Awareness WorkshopsOrganizing workshops and seminars on multicultural competence, as advocated by Kite (2015), will facilitate cross-cultural understanding and promote inclusivity within the workplace.
Structured InterviewingIncorporating structured interviewing techniques, in line with recommendations by the Public Service Commission of Canada (2009), will help mitigate unconscious biases in the recruitment and selection process.
Post-Training Evaluation PlanFollowing Kirkpatrick and Kirkpatrick’s (2013) framework, the intervention will include a robust post-training evaluation plan to assess the effectiveness of the implemented strategies and identify areas for further improvement.


In conclusion, this intervention proposal presents a multifaceted approach to improving diversity management and leadership effectiveness within the organization. By fostering a culture of inclusivity and equipping leaders with the necessary skills and awareness, the proposed intervention aims to drive organizational success in today’s increasingly diverse work environments.


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Aysola, J., Barg, F. K., Martinez, A. B., Kearney, M., Agesa, K., Carmona, C., & Higginbotham, E. (2018). Perceptions of factors associated with inclusive work and learning environments in health care organizations: A qualitative narrative analysis. JAMA network open, 1(4), e181003.

Badawy, M., Abd El-Aziz, A., Idress, A., Hefny, H., Hossam, S. (2016). A survey on exploring key performance indicators. Future Computing and Informatics Journal,1(1-2),47-52.

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Gemeda, H. K., & Lee, J. (2020). Leadership styles, work engagement and outcomes among information and communications technology professionals: A cross-national study. Heliyon, 6(4), e03699.

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Kite, M. E. (2015). Multicultural competence. Psychology Teacher Network.

Kirkpatrick, J. D., & Kirkpatrick, W. K. (2013). Creating a post-training evaluation plan. T + D, 67(6), 26-28. -2%3Faccountid%3D27965

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PSY FPX 8711 Assessment 4 Intervention Proposal

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