PSY FPX 6710 Assessment 4 Intervention Proposal to Address

Student Name

Capella University

PSY FPX 6710 Principles of Industrial/Organizational Psychology

Prof. Name:

Date

Intervention Proposal

Sometimes a company or organization may need to evaluate and implement changes to ensure ongoing success. This may involve altering company dynamics to engage employees and make them feel their work contributes to the company’s success. As an I/O psychology consultant for Company G, I have been tasked with addressing performance and job satisfaction issues and assisting in enhancing cultural sensitivity to leverage employee diversity.

Background Questions

To develop an effective proposal or plan for Company G, it is essential to understand the perspectives of management. The following background questions will help clarify their needs and objectives:

What areas or departments within the company require additional attention or training regarding performance?
Would you prefer a single, cohesive training guide applicable across all ages and cultural backgrounds, or separate training guides for different departments?
What outcomes do you anticipate from implementing the proposed changes?
Are you aiming to increase the representation of women in prominent roles within the company?
Are you providing equal employment opportunities and growth prospects to all individuals, regardless of cultural background, or is there a specific target for management positions?
Would you prefer to focus on increasing productivity rates or improving employees’ job satisfaction to enhance overall success?
Are you open to learning about the cultural backgrounds of your employees to foster a comfortable and inclusive work environment, potentially improving success and job satisfaction?
Is ensuring transparent and open communication a priority to prevent misunderstandings and perceptions of discrimination?

Methodology Used to Collect Data

To collect data while minimizing biases, I propose using a cultural-dilemmas approach and sociocultural encounters. “Using a cultural-dilemmas approach, and SCEs in which stakeholders with seemingly opposing values interact, provides a practical avenue toward understanding and applying culture, as well as researching it. Dilemmas can be used to both assess and intervene in SCEs in culturally diverse settings” (Glover & Friedman, 2015, p. 24). “SCEs provide opportunities for gathering data that meet the generally accepted standards of science (e.g., observability, minimizing biases, replicability), which cultural-values dimensions provide the framework from which we interpret SCEs” (Glover & Friedman, 2015, p. 24).

Additionally, I recommend utilizing Six Sigma systems, which offer training in statistical analysis, project management, and problem-solving to reduce defect rates (Conte & Landy, 2018, p. 571). This approach promotes communication between management and employees, empowering management with increased responsibility for quality issues (Conte & Landy, 2018, p. 571). While formal evaluations of Six Sigma systems are limited, organizations often report increased profitability due to reduced rejection/rework rates and lower production costs (Conte & Landy, 2018, p. 571). When working with new hires from Serbia, it is crucial to consider Serbian cultural values, such as equality, solidarity, and a strong work ethic, which aligns well with implementing these methods.

Training Intervention

A recommended training intervention for Company G would involve diversity training and Total Quality Management (TQM). “Total Quality Management (TQM) is a cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity using work teams” (Conte & Landy, 2015, p. 570). TQM emphasizes creating an environment that supports innovation, creativity, and risk-taking, involving managers, employees, and customers (Conte & Landy, 2015, p. 570). The goal is for employees to feel valued and integral to the company, regardless of their cultural background. Although discussing diversity in a diverse company might present challenges, it provides an opportunity for employees to be heard and for management to reconsider policies to enhance employee satisfaction and performance. “People of color and women tend to view themselves (or be viewed) as having higher levels of diversity acceptance, explaining some variance in diversity training’s effects. Younger trainees may have an easier time with training content due to age-specific increases in certain components of memory and faster cognitive response times” (Bezrukova et al., 2016, p. 1231).

Professional Standards for Ethics and Diversity

“Diversity training has been most effective when it is integrated or embedded rather than standalone. Integrated efforts may demonstrate managerial commitment to diversity beyond a single seminar, significantly increasing participants’ motivation to learn” (Bezrukova et al., 2016, p. 1244). Voluntary training can engage interested employees and prompt discussions among those who initially opted out, potentially leading to broader participation. It is also important to consider the duration of the training, as longer programs tend to be more effective. “Psychological theory on diversity and quantitative aspects of contact hypothesis predict longer programs provide more opportunities for contact. This is consistent with training literature suggesting that more practice leads to greater skill development” (Bezrukova et al., 2016, p. 1244).

To evaluate the effectiveness of the training, I recommend using the Kirkpatrick Model, which helps develop leadership skills and ensures ongoing support. For example, “Touch base weekly with all direct reports. The goal of training would be to provide a model for leaders to effectively touch base with colleagues” (Kirkpatrick & Kirkpatrick, 2013, p. 27). This model ensures that employees are updated on procedures and continue to develop the skills necessary for success. “Creating a post-training support structure as part of the initial training design and development process increases the likelihood that resources will produce a measurable increase in performance” (Kirkpatrick & Kirkpatrick, 2013, p. 27). This approach holds management accountable and ensures that employees have the necessary tools and support to perform effectively.

Conclusion

Cultural diversity significantly impacts a company’s success in terms of job satisfaction and performance. Developing a well-structured intervention proposal is essential, especially when productivity rates decline due to diverse cultural backgrounds. Diversity training and post-training evaluations enable management to address issues, enhance job performance, and improve employee satisfaction, ultimately contributing to long-term success.

References

Bezrukova, K., Perry, J. L., Spell, C. S., & Jehn, K. A. (2016). A meta-analytical integration of over 40 years of research on diversity training evaluation. Psychological Bulletin, 142(11), 1227–1274. http://dx.doi.org/10.1037/bul0000067

Conte, J. M., & Frank, J. L. (2018). Work in the 21st Century: An introduction to industrial and organizational psychology (6th ed.). Wiley.

Glover, J., & Friedman, H. L. (2015). Transcultural competence: Navigating cultural differences in the global community (pp. 17–27). American Psychological Association. http://dx.doi.org/10.1037/14596-002