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PSY FPX 8730 Assessment 5 Implementation

Name

Capella University

PSY FPX 8730 Consultation Psychology

Prof. Name

Date

Implementation Strategy

When executing a plan, a crucial aspect of the consulting process involves formulating an intervention strategy. This entails developing a proposal outlining necessary actions for improvement and the methods to achieve them (Augustsson et al., 2017). The primary objective of consulting is to confront clients with reality, however challenging, to propel their business forward (Block, 2011). Despite findings that may hinder intervention implementation, such as high implementation risks or poor timing, the aim is to devise a plan aligned with organizational goals and capable of implementation post-review (Augustsson et al., 2017).

Case Study Overview

Baltimore Trucking, a mid-sized Midwest trucking company specializing in grocery delivery, faces challenges in meeting customer demands for immediate results. The company, comprising office staff including an attorney, risk and compliance consultant, safety director, office manager, administrative staff, and owners, strives to adapt to a rapidly evolving global market. Introducing innovative technology like file management software and social media marketing aims to address these challenges. However, employee resistance, particularly from the attorney regarding social media marketing, hinders progress despite its significance in attracting potential clients (Meehan, 2016).

Group-level Intervention Strategies

Positive psychology, focusing on employee strengths, offers strategies like appreciative inquiry to motivate positive change within organizations (Lewis, 2015). Building on successes and leveraging strengths fosters a sense of community and shared goals (Kaplan et al., 2014). Identifying and addressing employee resistance through training and collaboration aids in fostering openness to change, crucial for successful implementation of new technologies (Augustsson et al., 2017).

Client Resistance Management

Employee resistance, while common, presents an opportunity for constructive feedback and improvement (Hultman & Hultman, 2018). Recognizing resistance manifestations like silence or verbal aggression allows consultants to address underlying concerns effectively (Block, 2011). Providing choices and empowering employees encourages engagement and minimizes resistance (Hultman & Hultman, 2018).

Implementation Plan

Instituting a plan begins with setting goals collaboratively with Baltimore Trucking employees to improve attitudes towards technology and organizational changes. A strengths inventory focusing on technology, time management, and decision-making skills aids in identifying areas for improvement (Peterson et al., 2008). Implementing tasks like facilitating meetings and establishing communication channels ensures ongoing support and progress tracking (Block, 2011).

Evaluation Plan

Evaluation is integral to assessing intervention success and guiding future efforts (Block, 2011). Utilizing the Kirkpatrick model, consultants gauge reaction, learning, behavior change, and results to determine intervention effectiveness (Reio et al., 2017). Feedback from employees through surveys aids in refining strategies and ensuring alignment with organizational goals (Reio et al., 2017).

Conclusion

Positive psychology interventions, coupled with effective resistance management and robust evaluation, offer pathways to fostering employee engagement and organizational success (Lewis, 2015). By leveraging employee strengths, addressing resistance constructively, and implementing comprehensive evaluation strategies, businesses like Baltimore Trucking can navigate change successfully (Augustsson et al., 2017; Block, 2011).

References

Augustsson, H., Richter, A., Hasson, H., & Thiele Schwarz, U. v. (2017). The need for dual openness to change: A longitudinal study evaluating the impact of employees’ openness to organizational change content and process on intervention outcomes. The Journal of Applied Behavioral Science, 53(3), 349–368. Retrieved from https://doi.org/10.1177/0021886317691930

PSY FPX 8730 Assessment 5 Implementation

Block, P. (2011). Flawless consulting: A guide to getting your expertise used (3rd ed.). Hoboken, NJ: Wiley.

Hultman, K., & Hultman, J. (2018). Self and identity: Hidden factors in resistance to organizational change. Organization Development Journal, 36(1), 13-29. Retrieved from https://www.academia.edu/36103695/Self_and_Identity_Hidden_Factors_in_Resistance_to_Organizational_Change

Kaplan, S., Bradley-Geist, J., Ahmad, A., Anderson, A., Hargrove, A. K., & Lindsey, A. (2014). A test of two positive psychology interventions to increase employee well-being. Journal of Business and Psychology, 29(3), 367-380. Retrieved from DOI:10.1007/s10869-013-9319-4

Lewis, S. (2015). Bringing positive psychology to organizational psychology. In S. Joseph (Ed.), Positive psychology in practice: promoting human flourishing in work, health, education, and everyday life (2nd ed.). Hoboken, NJ: Wiley.

Meehan, M. (2016, December 15). The top trends shaping business for 2017. Retrieved from Forbes Magazine: https://www.forbes.com/sites/marymeehan/2016/12/15/the-top-trends-shaping-business-for-2017/?sh=789ce46b6a8a9

Peterson, C., Park, N., & Sweeney, P. J. (2008). Group well-being: Morale from a positive psychology perspective. Journal of Theoretical Social Psychology, 57(1), 19-36. Retrieved from https://doi.org/10.1111/j.1464-0597.2008.00352.x

PSY FPX 8730 Assessment 5 Implementation

Reio, T. G., Rocco, T. S., Smith, D. H., & Chang, E. (2017). A critique of Kirkpatrick’s evaluation model. New Horizons in Adult Education & Human Resource Development, (29)2, 35-53. Retrieved from https://doi.org/10.1002/nha3.20178

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