Implementation Strategy
PSY FPX 8730 Assessment 5 When it comes to applying a plan, one of the critical aspects of the consulting process is developing an intervention strategy. This involves crafting a proposal setting out recommendations for action required to improve and steps by which to accomplish it (Augustsson et al., 2017). The primary role of consulting is to confront clients with reality, however unpleasant, to propel their business forward (Block, 2011). Regardless of results that can complicate the implementation, e.g., high implementation cost or inopportune timing, the objective is to create a plan that is in-line with organizational objectives and can be implemented after review (Augustsson et al., 2017).
Case Study Overview
Mid-sized Midwest trucking firm Baltimore Trucking, which specializes in grocery delivery, struggles with customer needs for instant results. The company, composed of 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 marketplace. The adoption of new technology like file management software and social media marketing is meant to address these challenges. Staff resistance, particularly from the social media marketing attorney, slows down progress despite being crucial to the attraction of potential clients (Meehan, 2016).
Group-level Intervention Strategies
Positive psychology, focusing on strengths in employees, offers methods like appreciative inquiry to drive positive change (Lewis, 2015). Identifying and leveraging successes and strengths creates a community and shared sense of purpose (Kaplan et al., 2014). Encouraging recognition and overcoming resistance in employees by training and collaboration helps foster change receptivity needed for successful implementation of new technologies (Augustsson et al., 2017).
Client Resistance Management
Employee resistance, though natural, is an opportunity to provide positive feedback and build on (Hultman & Hultman, 2018). Identifying resistance behaviors like silence or verbal aggression allows consultants to address the root cause effectively (Block, 2011). Providing choices and facilitating workers encourages engagement and minimizes resistance (Hultman & Hultman, 2018).
Implementation Plan
PSY FPX 8730 Assessment 5 Putting into practice a plan begins with setting goals with Baltimore Trucking employees to improve the attitude toward technology and organizational adjustments. Conducting a strengths inventory of technology, time management, and decision-making abilities aids in pinpointing areas for improvement (Peterson et al., 2008). Allowing tasks like arranging meetings and organizing communications channels ensures ongoing support and checking on progress (Block, 2011).
Evaluation Plan
Assessment is a critical part of assessing intervention success and guiding future projects (Block, 2011). Consultants use the Kirkpatrick model to measure reaction, learning, behavioral change, and outcomes to determine intervention effectiveness (Reio et al., 2017). Employee feedback as surveyed allows for enhancing strategies and ensuring alignment with organizational goals (Reio et al., 2017).
Conclusion
Positive psychology interventions along with effective resistance management and effective evaluation open opportunities to develop employee engagement and organizational effectiveness (Lewis, 2015). With the help of employee strengths, positive reactions to resistance, and comprehensive evaluation procedures, firms like Baltimore Trucking manage to overcome change effectively (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
PSY FPX 8730 Assessment 5 Implementation
Hultman, K., & Hultman, J. (2018). Self and identity: Hidden factors in resistance to organizational change. Organization Development Journal, 36(1), 13-29. Retrieved fromhttps://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:
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
PSY FPX 8730 Assessment 5 Implementation
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
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
