PSY FPX 8711 Assessment 4

Intervention Proposal

In contemporary organizational settings, fostering an inclusive environment has become imperative to sustain productivity and worker well-being. This proposal crafts an intervention plan to improve diversity management and leadership performance in the workplace.

PSY FPX 8711 Assessment 4:Understanding the Need

With multicultural workplaces dominating the current scene, successful leadership requires a thoughtful understanding of diverse perceptions and cultures. Research by Aritz and Walker (2014) points out the need to adapt various leadership styles in multicultural teams to ensure optimal collaboration and performance. Similarly, research by Stoermer et al. (2016) emphasizes the role of national culture in an inclusive climate as the motivation behind the need for culturally sensitive interventions.

Proposed Intervention

The proposed intervention consists of several key components:

• • Leadership Development: According to findings by Gemeda and Lee (2020), the intervention will offer leadership development that is sensitive to addressing the diverse needs and cultural differences within the organization. The training will focus on improving leaders’ ability to work with people from different cultures, their emotional intelligence (Drigas & Papoutsi, 2018), and their ability to lead change (Steinmann et al., 2018).
• 360-Degree Feedback: Utilization of a 360-degree feedback system, as suggested by Garavan et al. (1997), will enable comprehensive performance evaluation and foster accountability and sustainable development.
• Cultural Awareness Workshops: Kite (2015) says that holding seminars and workshops on multicultural competence will help people from different cultures understand each other better and make the workplace more welcoming.
• Structured Interviewing: Inclusion of structured interviewing practices, as espoused by the Public Service Commission of Canada (2009), will help reduce unconscious biases in the recruitment and selection process.
• Post-Training Evaluation Plan: Drawing on Kirkpatrick and Kirkpatrick’s (2013) approach, the intervention will include a proper post-training evaluation plan to test the efficacy of the interventions adopted and to improve areas where necessary.

Conclusion

In conclusion, this intervention proposal presents a comprehensive approach to improving diversity management and leadership efficacy within the organization. By developing an inclusive culture and equipping leaders with skills and awareness, the proposed intervention aims to foster organizational success in today’s more diverse workplaces.

PSY FPX 8711 Assessment 4 Intervention Proposal 

Drigas, A. S., & Papoutsi, C. (2018). They proposed 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 for 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). The article discusses the creation of 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). The article discusses the importance of ethical and professional standards in the practice of consulting psychology. In An introduction to consulting psychology: Working with individuals, groups, and organizations (pp. 111–133). American Psychological Association. 

https://doi.org/10.1037/14853-007

PSY FPX 8711 Assessment 4 Intervention Proposal 

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

McKenna, J. (2021). The document provides an 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.

Ogbeiwi, O. (2017). Why do 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

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