PSY FPX 8711 Assessment 4 Intervention Proposal

PSY FPX 8711 Assessment 4 Intervention Proposal

Student Name

Capella University

PSY FPX 8711 Principles of Industrial/Organizational Psychology

Prof. Name

Date

Intervention Proposal

In contemporary organizational settings, nurturing an inclusive environment has become imperative for sustaining productivity and promoting employee well-being. This proposal aims to delineate an intervention strategy customized to enhance diversity management and leadership effectiveness within the workplace.

Understanding the Need

In today’s multicultural workplaces, effective leadership necessitates a nuanced comprehension of diverse perspectives and cultures. Research by Aritz and Walker (2014) underscores the significance of accommodating varied leadership styles in multicultural groups to optimize collaboration and performance. Similarly, studies by Stoermer et al. (2016) emphasize the influence of national culture on inclusion climate, highlighting the need for culturally sensitive interventions.

Proposed Intervention

The proposed intervention comprises several pivotal components:

1. Leadership Development: Drawing from insights by Gemeda and Lee (2020), the intervention will offer leadership training tailored to address 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).

2. 360-Degree Feedback: Implementing 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.

3. Cultural Awareness Workshops: Organizing workshops and seminars on multicultural competence, as advocated by Kite (2015), will facilitate cross-cultural understanding and promote inclusivity within the workplace.

4. Structured Interviewing: Incorporating 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.

5. Post-Training Evaluation Plan: Following 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.

Conclusion

In conclusion, this intervention proposal offers a multifaceted approach to enhancing 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.

References

References American Psychological Association. (2010). Ethical principles of psychologists and code of conduct. http://www.apa.org/ethics/code/

Aritz, J., & Walker, R. C. (2014). Leadership styles in multicultural groups: Americans and East Asians working together. International Journal of Business Communication, 51(1), 72– 92. https://doi.org/10.1177/2329488413516211

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. https://doi.org/10.1001/jamanetworkopen.2018.1003

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. https://doi.org/10.1016/j.fcij.2016.04.001

Drigas, A. S., & Papoutsi, C. (2018). A new layered model on emotional intelligence. Behavioral Sciences, 8(5), 45. https://doi.org/10.3390/bs8050045

Garavan, T.N., Morley, M. and Flynn, M. (1997), “360-degree feedback: its role in employee development”, Journal of Management Development, 16(2), 134- 147. https://doi.org/10.1108/02621719710164300

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. https://doi.org/10.1016/j.heliyon.2020.e03699

Girndt, T. (1997) An intervention strategy to managing diversity: Discerning conventions, European Journal of Work and Organizational Psychology, 6(2), 227- 240. DOI: 10.1080/135943297399213

Kite, M. E. (2015). Multicultural competence. Psychology Teacher Network. http://www.apa.org/ed/precollege/ptn/2015/02/multicultural-competence

Kirkpatrick, J. D., & Kirkpatrick, W. K. (2013). Creating a post-training evaluation plan. T + D, 67(6), 26-28. http://library.capella.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Ftradejournals%2Fcreating-post-training-evaluation-plan%2Fdocview%2F1401388385%2Fse -2%3Faccountid%3D27965

Landy, F. J., & Conte, J. M. (2016). Work in the 21st century: An introduction to industrial and organizational psychology (5th ed.). Wiley.

Lowman, R. L. (2016). Ethical and professional standards in the practice of consulting psychology. In An introduction to consulting psychology: Working with individuals, groups, and organizations. 111–133). American Psychological Association. https://doi.org/10.1037/14853-007

McKenna, J. (2021). Industrial and Organizational Psychology Practices. Capella University, Student Database.

McKenna, J. (2021). Outline of a coaching plan. Capella University, Student Database

McKenna, J. (2021). Workplace Diversity: How it affects employee performance and productivity. Capella University, Student Database.

PSY FPX 8711 Assessment 4 Intervention Proposal

Ogbeiwi, O. (2017). Why written objectives need to be really SMART. British Journal of Healthcare Management. 23, 324-336. 10.12968/bjhc.2017.23.7.324.

Public Service Commission of Canada. (2009). Structured interviewing. www.psc-cfp.gc.ca

Sanger, M. R., Nei, D. S., Ferrell, B. T., & Yang, F. (2017). Agency, conscientiousness, and leadership emergence in Asia: How managers in countries with and without British influence differ from each other. Consulting Psychology Journal: Practice and Research, 69(4), 296–314. https://doi.org/10.1037/cpb0000101

Steinmann, B., Klug, H., & Maier, G. W. (2018). The path is the goal: How transformational leaders enhance followers’ job attitudes and proactive behavior. Frontiers in Psychology, 9, 2338. https://doi.org/10.3389/fpsyg.2018.02338

PSY FPX 8711 Assessment 4 Intervention Proposal

Stoermer, S., Bader, A. K., & Froese, F. J. (2016). Culture matters: The influence of national culture on inclusion climate. Cross-Cultural & Strategic Management, 23(2), 287-305. http://dx.doi.org.library.capella.edu/10.1108/CCSM-11-2014-0135

Swartz, T., Palermo, A., Masur, S., Aberg, A. (2019). The science and value of diversity: Closing the gaps in our understanding of inclusion and diversity. The Journal of Infectious Diseases, 220(2), S33–S41. https://doi.org/10.1093/infdis/jiz174

Whitmore, J. (2009). Coaching for Performance: Growing human potential and purpose: The principles and practice of coaching and leadership (4th ed.) Nicholas Brealey