PSY FPX 8730 Assessment 5 Implementation

Student Name

Capella University

PSY FPX 8730 Consultation Psychology

Prof. Name

Date

Implementation Approach

When executing a strategy, a pivotal aspect of the consulting process involves devising an intervention approach. This encompasses formulating a proposition delineating necessary actions for enhancement and the methodologies to accomplish them (Augustsson et al., 2017). The primary aim of consulting is to confront clients with realism, regardless of its complexity, to propel their business forward (Block, 2011). Despite findings that may impede intervention implementation, such as high risks or unfavorable timing, the objective remains to develop a plan congruent with organizational objectives and feasible for post-assessment implementation (Augustsson et al., 2017).

Case Study Overview

Baltimore Trucking, a mid-sized Midwest trucking firm specializing in grocery transportation, encounters challenges in meeting customer expectations for prompt outcomes. The firm, comprising administrative personnel including a legal advisor, risk and compliance analyst, safety supervisor, office coordinator, support staff, and proprietors, endeavors to adapt to a swiftly evolving global marketplace. Introducing innovative technology such as document management software and social media promotion aims to tackle these challenges. However, resistance from employees, particularly from the legal advisor concerning social media promotion, impedes progress despite its critical role in attracting potential clientele (Meehan, 2016).

Group-level Intervention Approaches

Positive psychology, emphasizing employee strengths, provides approaches like appreciative inquiry to stimulate favorable transformation within organizations (Lewis, 2015). Building on achievements and leveraging strengths nurtures a sense of camaraderie and shared objectives (Kaplan et al., 2014). Recognizing and addressing employee resistance through training and collaborative efforts assists in fostering receptiveness to change, vital for the successful integration of new technologies (Augustsson et al., 2017).

Client Resistance Management

Employee resistance, though prevalent, presents an avenue for constructive critique and enhancement (Hultman & Hultman, 2018). Identifying resistance manifestations such as taciturnity or verbal confrontation enables consultants to effectively tackle underlying concerns (Block, 2011). Providing options and empowering employees promotes involvement and diminishes resistance (Hultman & Hultman, 2018).

Implementation Blueprint

Inaugurating a plan commences with collaboratively establishing objectives with Baltimore Trucking employees to ameliorate attitudes towards technology and organizational shifts. A strengths assessment focusing on technology, time management, and decision-making proficiencies aids in identifying areas for enhancement (Peterson et al., 2008). Execution tasks such as facilitating meetings and establishing communication channels ensure continual support and progress monitoring (Block, 2011).

Evaluation Scheme

Evaluation is pivotal in appraising intervention efficacy and guiding subsequent endeavors (Block, 2011). Employing the Kirkpatrick model, consultants assess reaction, learning, behavior modification, and outcomes to ascertain intervention effectiveness (Reio et al., 2017). Feedback from employees via surveys assists in refining strategies and ensuring alignment with organizational aims (Reio et al., 2017).

Conclusion

Positive psychology interventions, coupled with effective resistance management and robust evaluation mechanisms, offer avenues to foster employee engagement and organizational triumph (Lewis, 2015). By capitalizing on 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

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

Bremner, G. (2013). Overcoming your workplace stress: A CBT-based self-help guide. Behavioural and Cognitive Psychotherapy, 41(3), 376-377. Retrieved from DOI:10.1017/S1352465813000106

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.

PSY FPX 8730 Assessment 5 Implementation

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

Oore, D. G., Leiter, M. P., & LeBlanc, D. E. (2015). Individual and organizational factors promoting successful responses to workplace conflict. Canadian Psychology, 56(3), 301-310. Retrieved from http://dx.doi.org/10.1037/cap0000032

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