Consulting psychology involves applying psychological expertise to help individuals and organizations. The Society of Consulting Psychology was founded within the American Psychological Association to represent this practice area. A case study presented involved a CEO of a tech company who sought consultation due to high turnover. Interviews revealed the CEO had an impulsive leadership style. The consultants determined he likely had narcissistic personality traits rather than being in a manic state, and recommended he recognize how his behavior impacted others.
Positive psychology And consulting psychology presentationToni-Jan Ifill
Positive psychology principles can enhance consulting psychology. Three key proposals are: 1) focusing on client strengths, 2) incorporating positive psychology elements like identifying strengths via assessments, and 3) integrating research into applications for individuals and teams. Support comes from studies finding high performing teams are unusually positive and connected. Presenters discuss positive psychology research and applications, including identifying strengths, appreciative inquiry to focus on what works, and cultivating positive emotions to build creativity. Measuring flow experiences and attention also optimizes quality of life.
The document discusses counseling interviews and their structure. It provides guidance on preparing for an interview, such as self-analysis, analyzing the interviewee, and selecting an approach. It also discusses conducting the interview, including techniques like listening, observing, questioning, and closing. The interview structure typically involves an introduction, details of an event, and closure. Preparation and applying various suggestions can help counselors effectively listen, question, and relate to interviewees.
Organizational psychology is the scientific study of workplace issues using psychological methods and principles. It aims to apply theories of human behavior and development to address challenges in talent management, coaching, assessment, selection, training, organizational development, and performance. The field has subdivisions including industrial/personnel psychology focusing on HR functions and organizational psychology examining topics like motivation, leadership, and organizational change. Organizational psychologists work in academia as professors and researchers or as practitioners in consulting, private, and public sector roles where they conduct analyses and develop interventions to improve workplace outcomes. Early contributors to the field included Walter Dill Scott, Hugo Munsterberg, and Frederick Taylor who helped establish the application of psychology principles to issues of work motivation and
Positive psychology is the scientific study of positive experiences and traits that facilitate well-being and optimal functioning. It operates from a strengths-based model rather than focusing solely on pathology. The field aims to develop meaning, fulfillment, and positive emotions through examining engagement, relationships, meaning, and achievement. Major figures in the field include Martin Seligman, Mihaly Csikszentmihalyi, and Christopher Peterson. Evidence shows that positive interventions including gratitude journals, acts of kindness, and using signature strengths can increase well-being and decrease depressive symptoms. Critics argue it may ignore suffering, but proponents emphasize it embraces a full range of human emotions and experiences.
The document provides a historical background of industrial/organizational (I/O) psychology. Some key developments include Wilhelm Wundt establishing the first psychology lab in 1879, Bryan and Harter publishing the first paper on applying psychology to work in 1897, and Hugo Munsterberg's 1913 book applying psychology to areas like sales and introducing techniques like the lie detector. Major influences were also the World Wars, which saw I/O psychologists screening and classifying soldiers, and the Hawthorne studies in the 1920s, which explored the impact of workplace factors like lighting on employees. The civil rights movement of the 1960s led to laws banning workplace discrimination.
Positive psychology is the scientific study of human strengths and optimal functioning. It emerged in response to the focus of traditional psychology on pathology and what can go wrong in life. Some key aspects covered in the document include:
- The field was founded by Martin Seligman and focuses on cultivating strengths and living a meaningful life.
- Techniques aim to help clients identify their signature strengths and apply them through storytelling.
- Goals of positive psychotherapy include increasing happiness, meaning, and changing negative thought patterns.
- Some criticisms argue positive psychology overlooks cultural contexts and favors a Western perspective of well-being.
Dr. Suresh Kumar Murugesan is a professor of psychology in India who has published many research papers and books. He has over 30 years of experience in fields like psychotherapy and psychometry. The presentation provides an overview of positive psychology, including definitions from Martin Seligman and a description of his PERMA model of well-being. Key topics in positive psychology are discussed such as character strengths and gratitude. Studies on positive psychology topics like spending money, kindness, and volunteering are summarized.
Positive psychology And consulting psychology presentationToni-Jan Ifill
Positive psychology principles can enhance consulting psychology. Three key proposals are: 1) focusing on client strengths, 2) incorporating positive psychology elements like identifying strengths via assessments, and 3) integrating research into applications for individuals and teams. Support comes from studies finding high performing teams are unusually positive and connected. Presenters discuss positive psychology research and applications, including identifying strengths, appreciative inquiry to focus on what works, and cultivating positive emotions to build creativity. Measuring flow experiences and attention also optimizes quality of life.
The document discusses counseling interviews and their structure. It provides guidance on preparing for an interview, such as self-analysis, analyzing the interviewee, and selecting an approach. It also discusses conducting the interview, including techniques like listening, observing, questioning, and closing. The interview structure typically involves an introduction, details of an event, and closure. Preparation and applying various suggestions can help counselors effectively listen, question, and relate to interviewees.
Organizational psychology is the scientific study of workplace issues using psychological methods and principles. It aims to apply theories of human behavior and development to address challenges in talent management, coaching, assessment, selection, training, organizational development, and performance. The field has subdivisions including industrial/personnel psychology focusing on HR functions and organizational psychology examining topics like motivation, leadership, and organizational change. Organizational psychologists work in academia as professors and researchers or as practitioners in consulting, private, and public sector roles where they conduct analyses and develop interventions to improve workplace outcomes. Early contributors to the field included Walter Dill Scott, Hugo Munsterberg, and Frederick Taylor who helped establish the application of psychology principles to issues of work motivation and
Positive psychology is the scientific study of positive experiences and traits that facilitate well-being and optimal functioning. It operates from a strengths-based model rather than focusing solely on pathology. The field aims to develop meaning, fulfillment, and positive emotions through examining engagement, relationships, meaning, and achievement. Major figures in the field include Martin Seligman, Mihaly Csikszentmihalyi, and Christopher Peterson. Evidence shows that positive interventions including gratitude journals, acts of kindness, and using signature strengths can increase well-being and decrease depressive symptoms. Critics argue it may ignore suffering, but proponents emphasize it embraces a full range of human emotions and experiences.
The document provides a historical background of industrial/organizational (I/O) psychology. Some key developments include Wilhelm Wundt establishing the first psychology lab in 1879, Bryan and Harter publishing the first paper on applying psychology to work in 1897, and Hugo Munsterberg's 1913 book applying psychology to areas like sales and introducing techniques like the lie detector. Major influences were also the World Wars, which saw I/O psychologists screening and classifying soldiers, and the Hawthorne studies in the 1920s, which explored the impact of workplace factors like lighting on employees. The civil rights movement of the 1960s led to laws banning workplace discrimination.
Positive psychology is the scientific study of human strengths and optimal functioning. It emerged in response to the focus of traditional psychology on pathology and what can go wrong in life. Some key aspects covered in the document include:
- The field was founded by Martin Seligman and focuses on cultivating strengths and living a meaningful life.
- Techniques aim to help clients identify their signature strengths and apply them through storytelling.
- Goals of positive psychotherapy include increasing happiness, meaning, and changing negative thought patterns.
- Some criticisms argue positive psychology overlooks cultural contexts and favors a Western perspective of well-being.
Dr. Suresh Kumar Murugesan is a professor of psychology in India who has published many research papers and books. He has over 30 years of experience in fields like psychotherapy and psychometry. The presentation provides an overview of positive psychology, including definitions from Martin Seligman and a description of his PERMA model of well-being. Key topics in positive psychology are discussed such as character strengths and gratitude. Studies on positive psychology topics like spending money, kindness, and volunteering are summarized.
The document discusses various psychological and sociological theories that attempt to explain terrorism and extremism. It covers psychopathological theories that examine the relationship between terrorism and mental illness. It also discusses rational choice theory, which views terrorist actions as rational decisions to achieve political goals. Several sociological theories are outlined, including social learning theory, frustration-aggression theory, relative deprivation theory, oppression theory, and national cultural theory. Finally, it analyzes psychoanalytic psychological theories of terrorism, including those focused on identity, narcissism, and paranoia.
I/O psychology applies psychological principles and research methods to understand and improve the workplace. I/O psychologists work in various settings like universities, private companies, government, and consulting firms. Their activities include job analysis, employee selection and training, organizational development, and research. The goal is to enhance organizational effectiveness and individual well-being using both scientific inquiry and practical application.
Organizational psychology is the study of human behavior and mental processes in workplace settings. It differs from general psychology by focusing specifically on applying psychological principles to organizations. Some key differences include industrial psychologists examining individual factors like job selection and training, while organizational psychologists study interpersonal relations and how to modify organizations. Studying organizational psychology is important because it can help increase profitability, improve employee selection and leadership development, enhance efficiency, and boost employee morale to achieve organizational goals.
Industrial-organizational psychology applies principles of psychology to workplace issues like talent management, coaching, assessment, selection, training and organizational development. It emerged from studies like the Hawthorne Experiments and influences like scientific management. I/O psychologists work in academia conducting research and teaching or as practitioners in consulting, HR, and other organizational roles.
Health psychology;Definition, areas,Aims, Need & Significance|Aboutpsy.comAboutPsy
Definition of health psychology
Definition of Health
Areas of health psychology
Aims of health psychology
Need and significance of health psychology
Health psychology is devoted to understanding psychological influences on how people stay healthy, why they become ill, and how they respond when they do get ill.
Health psychologists both study such issues and develop interventions to help people stay well or recover from illness.
..........aboutpsy.com
A short note about the concept of the psychological test; introduction, definition, characteristics, needs, classification, types, and some selected psychological tests.
- Aristotle and others before 1879 discussed concepts relevant to modern I/O psychology like specialization of labor and leadership selection.
- Hugo Munsterberg is considered the father of industrial psychology; he pioneered applying psychological findings to practical work matters in the early 1900s.
- Frederick Taylor's scientific management philosophy in the early 1900s emphasized scientifically designing work and selecting/training best workers, which greatly impacted organizations.
- World War I saw psychologists like Robert Yerkes and Walter Dill Scott conduct testing and job placement of soldiers, advancing applied psychology.
- The landmark Hawthorne Studies in the 1920s revealed the importance of human factors like attention, attitudes, and informal groups in work productivity.
The MMPI (Minnesota Multiphasic Personality Inventory) is a standardized questionnaire used to assess personality traits and psychopathology. It was developed in 1940 and has become the most widely used personality test, with over 10,000 research publications. The MMPI contains several clinical scales that measure traits like depression, hysteria, psychopathology, and social introversion. It also includes validity scales to detect inaccurate responding. Administration takes 1-1.5 hours and results must be interpreted by a qualified professional. The MMPI provides a standardized measure of personality and psychopathology.
Ethical issues in psychological researchMedhaDebnath
Ethical Issues In Psychological Research
PRESENTED BY: Medha Debnath
APPLICATION NO: 1ac820aee58c11e9857d4723808534dd
AFFILIATION: BANARAS HINDU UNIVERSITY
Two forensic psychologists who are both respected professionals of the same field of expertise may one day find themselves contradicting each other in a legal court
This document discusses core values in community psychology including wellness, sense of community, and respect for human diversity. It notes that core values help clarify research and action choices and identify disconnects between actions and espoused values. Community psychology values promoting individual wellness through strengthening family and studying how sense of community balances individual and family wellness while not always being positive. Respecting human diversity recognizes variety in communities and identities and helps effective community work if diversity is respected.
Industrial-organizational (I/O) psychology applies psychological principles to workplace issues like productivity and employee well-being. I/O psychologists use research methods to solve workplace problems and improve quality of life. They study topics like workplace productivity and management styles. I/O psychology differs from business fields by examining how psychological factors affect people in an organization rather than just organizational management issues. I/O psychologists rely on empirical research and statistics rather than clinical judgment.
Standardized personality tests and interviews are commonly used methods to assess personality. The document discusses several specific personality tests, including the Minnesota Multiphasic Personality Inventory (MMPI), California Psychological Inventory (CPI), Myers-Briggs Type Indicator (MBTI), and Rorschach inkblot test. It also discusses projective techniques like the Thematic Apperception Test (TAT) and Children's Apperception Test (CAT) which analyze responses to ambiguous stimuli. Scoring methods and clinical applications are described for several of the assessments.
This document discusses character strengths and virtues. It defines key terms like virtue, character, and character strength. It outlines Martin Seligman and Christopher Peterson's classification of 24 character strengths under 6 core virtues: wisdom, courage, humanity, justice, temperance, and transcendence. Questionnaires and interviews are used to measure these strengths. Developing character strengths is important for well-being and positive psychology. The document provides criteria for defining character strengths and how they are manifested in thoughts, emotions, behaviors, and motivation. It concludes with contact information for the author.
Military psychology is a branch of psychology that focuses on assisting military personnel and their families by providing clinical services, conducting research, and ensuring recruits are mentally fit for duty. Military psychologists can work in a variety of settings including hospitals, clinics, and overseas with troops. They require a doctoral degree in psychology along with additional training to understand the unique needs of the military.
Distinction between counseling and psychotherapyShane Baltazar
The document distinguishes between counseling and psychotherapy. Counseling applies mental health, psychological, and human development principles and is used with normal individuals for educational and informational purposes, often in educational settings. Psychotherapy refers to therapeutic treatment involving a trained professional and client or patient, using strategic methods, and is used with severely disturbed individuals, often in medical settings. Both counseling and psychotherapy aim to promote healthy living, but counseling is less clinical and more educational compared to psychotherapy.
Peace psychology is a subfield of psychology that deals with psychological aspects of peace, conflict, violence, and war. It has four pillars: research, education, practice, and advocacy working towards sustainable peace using non-violent means. It emerged during the Cold War focused on preventing nuclear war, but now takes a more nuanced perspective on different types of violence and meanings of peace. It aims to apply psychological knowledge to promote peace, defined as the absence of destructive conflict and creation of positive social conditions. However, peace psychology faces challenges including perceptions that it is weak, relies too much on qualitative research, and has little to offer other fields like political science.
The document discusses the VIA Classification of Character Strengths, which is a framework developed by the VIA Institute on Character to categorize 24 universally-valued character strengths. It introduces the six categories of strengths - wisdom and knowledge, courage, humanity, justice, temperance, and transcendence - and provides brief definitions of the 24 individual strengths within those categories. The VIA Institute is a non-profit organization that advances research on character strengths and provides free online surveys and resources to help people understand and apply their strengths.
The document discusses the development and research of positive psychology. It notes that positive psychology formally began in 1998 with Martin Seligman's presidential address, but that research on positive aspects of life predates World War II. Since then, the field has grown rapidly with numerous conferences and the founding of the Journal of Positive Psychology and the International Positive Psychology Association. The document also summarizes several influential findings from positive psychology research over the last decade relating to optimism, happiness, emotions, life satisfaction, relationships, and money.
Coaching & Counselling For managers, Counselling, Role Conflict, Process of C...Harsh Parekh
20% of the total working population suffers from some form of mental illness each year, resulting in 90 million lost work days. Workplace counseling can benefit employees' welfare, prevent legal issues from harassed employees, and improve mental health by helping employees cope with changes. Counseling approaches employees' problems constructively and as a preventive service to maintain employees' well-being and productivity.
Counseling psychology can be defined as addressing emotional, social, vocational, educational, health-related, developmental, and organizational concerns through face-to-face counseling relationships. Counseling addresses a variety of issues including addiction, adjustment difficulties, anger, anxiety, depression, eating disorders, relationship problems, stress, suicidal thoughts, and trauma. Counseling approaches include psychoanalytic, affective, cognitive, and behavioral perspectives. Common counseling techniques involve individual, family, and group counseling as well as assessment, consultation, and different therapeutic methods from each perspective.
The document discusses various psychological and sociological theories that attempt to explain terrorism and extremism. It covers psychopathological theories that examine the relationship between terrorism and mental illness. It also discusses rational choice theory, which views terrorist actions as rational decisions to achieve political goals. Several sociological theories are outlined, including social learning theory, frustration-aggression theory, relative deprivation theory, oppression theory, and national cultural theory. Finally, it analyzes psychoanalytic psychological theories of terrorism, including those focused on identity, narcissism, and paranoia.
I/O psychology applies psychological principles and research methods to understand and improve the workplace. I/O psychologists work in various settings like universities, private companies, government, and consulting firms. Their activities include job analysis, employee selection and training, organizational development, and research. The goal is to enhance organizational effectiveness and individual well-being using both scientific inquiry and practical application.
Organizational psychology is the study of human behavior and mental processes in workplace settings. It differs from general psychology by focusing specifically on applying psychological principles to organizations. Some key differences include industrial psychologists examining individual factors like job selection and training, while organizational psychologists study interpersonal relations and how to modify organizations. Studying organizational psychology is important because it can help increase profitability, improve employee selection and leadership development, enhance efficiency, and boost employee morale to achieve organizational goals.
Industrial-organizational psychology applies principles of psychology to workplace issues like talent management, coaching, assessment, selection, training and organizational development. It emerged from studies like the Hawthorne Experiments and influences like scientific management. I/O psychologists work in academia conducting research and teaching or as practitioners in consulting, HR, and other organizational roles.
Health psychology;Definition, areas,Aims, Need & Significance|Aboutpsy.comAboutPsy
Definition of health psychology
Definition of Health
Areas of health psychology
Aims of health psychology
Need and significance of health psychology
Health psychology is devoted to understanding psychological influences on how people stay healthy, why they become ill, and how they respond when they do get ill.
Health psychologists both study such issues and develop interventions to help people stay well or recover from illness.
..........aboutpsy.com
A short note about the concept of the psychological test; introduction, definition, characteristics, needs, classification, types, and some selected psychological tests.
- Aristotle and others before 1879 discussed concepts relevant to modern I/O psychology like specialization of labor and leadership selection.
- Hugo Munsterberg is considered the father of industrial psychology; he pioneered applying psychological findings to practical work matters in the early 1900s.
- Frederick Taylor's scientific management philosophy in the early 1900s emphasized scientifically designing work and selecting/training best workers, which greatly impacted organizations.
- World War I saw psychologists like Robert Yerkes and Walter Dill Scott conduct testing and job placement of soldiers, advancing applied psychology.
- The landmark Hawthorne Studies in the 1920s revealed the importance of human factors like attention, attitudes, and informal groups in work productivity.
The MMPI (Minnesota Multiphasic Personality Inventory) is a standardized questionnaire used to assess personality traits and psychopathology. It was developed in 1940 and has become the most widely used personality test, with over 10,000 research publications. The MMPI contains several clinical scales that measure traits like depression, hysteria, psychopathology, and social introversion. It also includes validity scales to detect inaccurate responding. Administration takes 1-1.5 hours and results must be interpreted by a qualified professional. The MMPI provides a standardized measure of personality and psychopathology.
Ethical issues in psychological researchMedhaDebnath
Ethical Issues In Psychological Research
PRESENTED BY: Medha Debnath
APPLICATION NO: 1ac820aee58c11e9857d4723808534dd
AFFILIATION: BANARAS HINDU UNIVERSITY
Two forensic psychologists who are both respected professionals of the same field of expertise may one day find themselves contradicting each other in a legal court
This document discusses core values in community psychology including wellness, sense of community, and respect for human diversity. It notes that core values help clarify research and action choices and identify disconnects between actions and espoused values. Community psychology values promoting individual wellness through strengthening family and studying how sense of community balances individual and family wellness while not always being positive. Respecting human diversity recognizes variety in communities and identities and helps effective community work if diversity is respected.
Industrial-organizational (I/O) psychology applies psychological principles to workplace issues like productivity and employee well-being. I/O psychologists use research methods to solve workplace problems and improve quality of life. They study topics like workplace productivity and management styles. I/O psychology differs from business fields by examining how psychological factors affect people in an organization rather than just organizational management issues. I/O psychologists rely on empirical research and statistics rather than clinical judgment.
Standardized personality tests and interviews are commonly used methods to assess personality. The document discusses several specific personality tests, including the Minnesota Multiphasic Personality Inventory (MMPI), California Psychological Inventory (CPI), Myers-Briggs Type Indicator (MBTI), and Rorschach inkblot test. It also discusses projective techniques like the Thematic Apperception Test (TAT) and Children's Apperception Test (CAT) which analyze responses to ambiguous stimuli. Scoring methods and clinical applications are described for several of the assessments.
This document discusses character strengths and virtues. It defines key terms like virtue, character, and character strength. It outlines Martin Seligman and Christopher Peterson's classification of 24 character strengths under 6 core virtues: wisdom, courage, humanity, justice, temperance, and transcendence. Questionnaires and interviews are used to measure these strengths. Developing character strengths is important for well-being and positive psychology. The document provides criteria for defining character strengths and how they are manifested in thoughts, emotions, behaviors, and motivation. It concludes with contact information for the author.
Military psychology is a branch of psychology that focuses on assisting military personnel and their families by providing clinical services, conducting research, and ensuring recruits are mentally fit for duty. Military psychologists can work in a variety of settings including hospitals, clinics, and overseas with troops. They require a doctoral degree in psychology along with additional training to understand the unique needs of the military.
Distinction between counseling and psychotherapyShane Baltazar
The document distinguishes between counseling and psychotherapy. Counseling applies mental health, psychological, and human development principles and is used with normal individuals for educational and informational purposes, often in educational settings. Psychotherapy refers to therapeutic treatment involving a trained professional and client or patient, using strategic methods, and is used with severely disturbed individuals, often in medical settings. Both counseling and psychotherapy aim to promote healthy living, but counseling is less clinical and more educational compared to psychotherapy.
Peace psychology is a subfield of psychology that deals with psychological aspects of peace, conflict, violence, and war. It has four pillars: research, education, practice, and advocacy working towards sustainable peace using non-violent means. It emerged during the Cold War focused on preventing nuclear war, but now takes a more nuanced perspective on different types of violence and meanings of peace. It aims to apply psychological knowledge to promote peace, defined as the absence of destructive conflict and creation of positive social conditions. However, peace psychology faces challenges including perceptions that it is weak, relies too much on qualitative research, and has little to offer other fields like political science.
The document discusses the VIA Classification of Character Strengths, which is a framework developed by the VIA Institute on Character to categorize 24 universally-valued character strengths. It introduces the six categories of strengths - wisdom and knowledge, courage, humanity, justice, temperance, and transcendence - and provides brief definitions of the 24 individual strengths within those categories. The VIA Institute is a non-profit organization that advances research on character strengths and provides free online surveys and resources to help people understand and apply their strengths.
The document discusses the development and research of positive psychology. It notes that positive psychology formally began in 1998 with Martin Seligman's presidential address, but that research on positive aspects of life predates World War II. Since then, the field has grown rapidly with numerous conferences and the founding of the Journal of Positive Psychology and the International Positive Psychology Association. The document also summarizes several influential findings from positive psychology research over the last decade relating to optimism, happiness, emotions, life satisfaction, relationships, and money.
Coaching & Counselling For managers, Counselling, Role Conflict, Process of C...Harsh Parekh
20% of the total working population suffers from some form of mental illness each year, resulting in 90 million lost work days. Workplace counseling can benefit employees' welfare, prevent legal issues from harassed employees, and improve mental health by helping employees cope with changes. Counseling approaches employees' problems constructively and as a preventive service to maintain employees' well-being and productivity.
Counseling psychology can be defined as addressing emotional, social, vocational, educational, health-related, developmental, and organizational concerns through face-to-face counseling relationships. Counseling addresses a variety of issues including addiction, adjustment difficulties, anger, anxiety, depression, eating disorders, relationship problems, stress, suicidal thoughts, and trauma. Counseling approaches include psychoanalytic, affective, cognitive, and behavioral perspectives. Common counseling techniques involve individual, family, and group counseling as well as assessment, consultation, and different therapeutic methods from each perspective.
Chapter 1 and 2 Advanced Career and Rehabilitation Counseling.pptxaddiszewd
This document provides an overview of career counseling and theories of career development. It defines career counseling as a process to help people understand themselves and potential careers to make informed decisions. Two major theories discussed are Holland's Theory, which categorizes personalities into six types to match careers, and the Myers-Briggs Type Indicator, which assesses personalities across four dichotomies. The historical development of career counseling is also summarized, noting its emergence in the early 20th century to help guide career choices.
BMAL 504Change Initiative Assessment Paper Assignment Instructisimisterchristen
BMAL 504
Change Initiative Assessment: Paper Assignment Instructions
Each student will prepare 1 document to submit through TurnitIn. The project is an organizational change report that will total no more than 15 pages (not counting title or reference pages; no abstract is required).
The paper must follow current APA format guidelines and will contain 2 main parts.
Part 1 must be 1250–1750 words
Part 2 must be 1500–2000 words. A minimum of
10 peer-reviewed sources must be published within the last
FIVE YEARS
For APA 7 Format and Template *USE THIS
Part 1 (a maximum of 1750 words) must be written as a case and must describe vs. analyze/recommend. Part 1 must be modeled after the cases read during the course, containing similar format and content. Part 1 must contain a case description of a large organizational change (one about which you are able to obtain significant information)
(EXAMPLES BELOW). Types of change might include mergers, acquisitions, downsizing, new strategic direction, globalization, public image failures (BP, Toyota, Facebook, Goldman Sachs), macro-economic change, political/legal shifts, or some other type of organizational change.
The target organization may be a private, government, or non-profit organization with which you are familiar. Remember that you will need to select an organization for which you are able to collect considerable information in order to create a comprehensive case.
Part 2 (a maximum of 2000 words) must be a thorough analysis, with suggestions for change and recommendations for management interventions in the case from Part 1. This part of your Project must be modeled after your 2 Consulting Proposal assignments
(EXAMPLES & Part II TEMPLATE BELOW), each of which includes an analysis section and a recommendations section. In the analysis, apply course concepts to the case. In your recommendations, provide strategic, practical, and insightful actions for management.
Consider the following questions in Part 2:
· Based on your learning related to this course, how would you diagnose what is really going on in the organization selected?
· How well do the organizational leaders/members understand what the issues really are?
· How ready is the organization to change in terms of awareness, motivation, flexibility, and skill?
· Given the context of the change (social, political, economic, customer need, etc.), how big a change is required to move the organization to a productive and effective mode of existence?
· Analyze the company’s particular approach to change. Why did the organization take one particular approach to change (e.g., downsize) rather than other possible ones (e.g., creating a learning organization)? How effectively was the particular change attempt carried out?
· How did resistance to change manifest itself? How effectively was the resistance addressed?
· What were the objectives of the change effort? How succe ...
Hate Crimes are crimes committed by persons that are in large paJeanmarieColbert3
"Hate Crimes" are crimes committed by persons that are in large part motivated by the victims religion, ethnicity, race, orientaton, and so on. Do you support legislation that increases the penalties for crimes if the state proves the crime was indeed a "hate crime". Why do you, and perhaps others, support this type of legislation? Why be against this legislation? What might be the legal, constitutional, or fundemental issues of punishing a person more, because of the reason(s) they committed a crime?
BMAL 504
Consulting Proposal Assignment Instructions
Overview:
1.) The management of change in an organization is often led by an internal or external change consultant who leads change from a project perspective with a phased approach that includes the project definition, a diagnosis of the situation, recommendations for a solution, a plan for implementing the recommendations, and the actual implementation of the plan.
_________________________________________________________________________
Instructions :
2.) You will prepare 1 consulting proposal based on the cases from the textbook
(Attached) assigned in Modules/Weeks 1–3 (Consulting Proposal 1).
*Each proposal must be
1000–1500 words and include at least the
following 5 sections:
1. Definition of project
2. Diagnosis of current situation
3. Recommendations
4. Implementation plan
5. Summary
Use this for Textbook:
______________________________________________________________________________
sample/template
3.) A sample/template
(Attached) for the proposals is provided in the Assignment Instructions folder.
This is the sample/ template :
4.) Each proposal must
include a title and reference page formatted according to current APA requirements
(ATTACHED)
Use this for APA 7 requirements:
5.) *You must use a minimum of
4 scholarly peer-reviewed sources( within the last 5 years) plus the text.
6.) Write the proposal as if you are addressing the CEO or organizational leadership as identified in the selected case study.
7.) The overall narrative in the proposal must include significant emphasis on diagnosing the problems in the business with recommendations for relevant change.
8.) These recommendations must be supported with specific examples or sources.
For example:
· If the organization needs to change its recruitment strategy or perhaps offer new products, what specific types of change are involved?
· Will the employees be affected? If so, what type of employees?
· How should the recommended changes be implemented?
· Are there drivers of the change that will determine the success of the change initiative? If so, what are they?
________________________________________________________________________
Consulting Proposal 1 Questions for Consideration:
Use the following case for Consulting Proposal 1.
7.) *Case The Plane Will Not Move!
· What wa ...
This document summarizes a workshop on developments in psychotherapy and counseling over the last 10 years. The workshop aims to have participants reflect on important ideas they have learned and how these ideas can be applied in their work. The speakers will discuss key publications, concepts, and implications including ideas around what makes some psychotherapists more effective than others ("supershrinks"), cultural competence, evidence-based relationships and treatments, and issues around continuing education and evaluating psychological research findings. Participants will share their own influential publications, workshops, and ideas from the last decade and identify common themes.
This document discusses the meaning, nature, and purpose of counseling. It provides definitions of counseling from various scholars, highlighting that counseling involves a face-to-face relationship where a trained professional helps a client solve problems using communication techniques. It describes counseling as a process that utilizes tools and procedures to address a client's concerns privately and build trust. The document also outlines the nature of counseling as a collaborative relationship that allows clients to freely discuss their issues, and lists the typical purposes of counseling as helping clients better understand themselves and make decisions.
This document provides instructions for a consulting proposal assignment. Students are asked to write a 1,000-1,500 word proposal on the "Change Agent in Waiting" case study using the following five required sections: definition of project, diagnosis of current situation, recommendations, implementation plan, and summary. The proposal must be formatted according to current APA guidelines and include at least four scholarly sources in addition to the textbook. The proposal should be written as if addressing the CEO to diagnose problems and provide relevant change recommendations supported by examples or sources.
The document provides information on various tools and techniques used in the guidance and counseling process, including anecdotal records, autobiographies, and cumulative records. It describes anecdotal records as narrative accounts of specific student behaviors and incidents that can provide insight into a student's development. Autobiographies involve students writing about their own life experiences, while cumulative records compile significant factual information about a student over their school career. The document outlines appropriate components and uses of each tool to help counselors understand students and address their needs.
Making Ethical Choices: Self-Reflection and BeyondJohn Gavazzi
This document discusses the importance of self-reflection in ethical decision-making for psychologists. It describes an acculturation model for ethics training using an ethics autobiography to help students integrate their personal values with their professional ethical responsibilities. The document outlines several strategies psychologists can use to thoughtfully consider how their own values, experiences, and emotions influence their ethical judgments and decisions when working with patients. It emphasizes developing self-awareness and practicing self-care so psychologists are able to make ethical choices from an integrated sense of identity and virtue, rather than just following rules.
Carl Rogers (1902-1987) was an influential American psychologist and among the founders of the humanistic approach to psychology. He grew up in a strict Protestant family in Illinois and initially studied agriculture before becoming interested in ministry and eventually psychology. Rogers developed client-centered therapy, also known as person-centered therapy, which focuses on empathy, unconditional positive regard, and congruence in the therapist. He believed people have a natural tendency toward self-actualization if they are in supportive environments. Rogers made major contributions through his theories of personality, therapeutic techniques, and emphasis on the client's experience and perspective.
This document provides an overview of a workshop on advanced practice in group facilitation and integrating motivational skills and strategies. The learning objectives are to resist the "righting reflex" in favor of partnership, acceptance, compassion and evocation. It also aims to practice the foundational skills of motivational interviewing including open questions, affirmations, reflections and summaries. The workshop covers content versus process in groups, stages and tasks of group development, challenges that may arise and best practices in group facilitation including the "spirit" of motivational interviewing. It demonstrates agenda mapping, open versus closed questions, examples of affirmations and reflections, and practicing reflective listening skills.
Carl Rogers (1902-1987) was an influential American psychologist and psychotherapist. He grew up in a strict Protestant family in Illinois and studied agriculture in college before becoming interested in ministry and psychology. Rogers developed client-centered therapy, also known as person-centered therapy, based on the idea that people have a natural tendency toward growth. He believed therapists must demonstrate unconditional positive regard, empathy, and congruence for clients to thrive. Rogers made major contributions including being the first to audio and video record therapy sessions. His theories emphasized self-actualization and influenced the development of humanistic psychology.
Carl Rogers (1902-1987) was an influential American psychologist who developed client-centered therapy. He grew up in a strict Protestant family on a farm in Illinois. Rogers studied agriculture in college but later became interested in religion and psychology. He had a long career working at various universities and founded the client-centered approach which focused on unconditional positive regard, empathy, and congruence between therapist and client. Rogers believed people have a natural tendency toward self-actualization and published many influential books, including On Becoming a Person, which outlined his humanistic perspective on psychotherapy. He is considered one of the founders of humanistic psychology.
Psychology Module 1 covers the definition of psychology, careers in psychology, and what psychologists study. It defines psychology as the scientific study of behavior and mental processes. Psychologists use scientific research methods and data analysis to study observable behaviors, thoughts, feelings, and dreams to better understand topics like why some offer help and others don't. There are many types of psychologists, including clinical psychologists who work directly with clients, and academic psychologists who conduct research in areas like neuropsychology, social psychology, and cognitive psychology. The module discusses the various careers available to psychologists, such as working in schools, hospitals, or as researchers.
BUSI 504
Change Management Image Self-Reflection Assignment Instructions
Overview
The self-reflection paper must be a minimum of 500 words, double-spaced, and in current APA format. Please note that the stated word count is a ‘minimum’. Therefore, students are encouraged to ensure they have thoroughly researched and responded to each question/prompt provided below. Each assignment must include properly formatted references. Use at least 2 scholarly sources (published within the last 5 years), the course textbook (PROVIDED BELLOW IN GREEN), and biblical integration
Use 2 scholarly sources (published within the last 5 years)
1.)
2.)
the course textbook (Six-Images Framework):
biblical integration:
1.) Use any Christian bible website
Instructions
Based on the Six-Images Framework, this paper will focus on demonstrating an understanding of the six images, how those images approach change management, assessing your personal image(s), and then discussing how you, using the image or images, would have addressed the transition at Sears (Chapter 1). Begin this assignment by reviewing the text regarding the framework and then take the self-assessment to determine your dominant image(s). As you reflect on the framework, your personal image(s), and how change was approached by Eddie Lampert at Sears, respond to the following prompts:
· What are the six change management images and how would you define them?
· How would you describe their corresponding approaches to change management?
· Detail the results of your assessment, including your top image or images, if those images require actions that would make you uncomfortable, and whether you feel you could navigate between strong and weak images based on the situational context.
· What is your assessment of the image(s) of Eddie Lampert in this scenario?
· Using your dominant image or images, how would you have approached the change management efforts by Eddie Lampert at Sears?
Prepare your paper in accordance with the instructions – also review the Change Management Image Self-Reflection Assignment Grading Rubric prior to submitting your paper.
Grading Rubric:
APA Format:
Note: Your assignment will be checked for originality via the Turnitin plagiarism tool.
Page 1 of 2
Criteria Ratings Points
Content
Requirement
70 to >65.0 pts
Advanced
All key components of the
Self-Reflection prompts
are answered. There is a
clear, logical flow to the
assignment and major
points are stated clearly.
Brings clarity to issues
being discussed and
relates issues to the
textbook and scholarly
sources. A thoughtful
analysis (considering
assumptions, analyzing
implications,
comparing/contrasting
concepts) is included for
all components.
65 to >60.0 pts
Proficient
Most key components of
the Self-Reflection
prompts are answered.
Majority of assignment
and major points are
clear, and flow logically.
Brings clarity to nearly all
is ...
2. I. Background
II. Society of Consulting Psychology
III. Case Presentation
IV. Questions about the World of
Business
Agenda
3. • Consulting psychology, a practice that focuses on consultation to, with, or
for individuals and organizations at individual, group, and
organizational/systemwide levels rooted in multiple areas of substantive
expertise.
• as the function of applying and extending the special knowledge of a
psychologist, through the process of consultation, to problems involving
human behavior in various areas.
• shall be defined as a psychologist who provides specialized technical
assistance to individuals or organizations in regard to the psychological
aspects of their work.
• Such assistance is advisory in nature and the consultant has no direct
responsibility for its acceptance.
• Consulting psychologists may have as clients individuals, institutions,
agencies, corporations or other kinds of organizations.
What is Consulting Psychology?
1. O’Roark, A. M. (2007). Guidelines for Education and Training at the Doctoral and Postdoctoral Levels in Consulting
Psychology/Organizational Consulting Psychology.
4. • Consulting psychologists, both organizational and topical specialists, are
practitioners of applied psychology.2
• Consulting practitioners work as scientist-practitioners, methodically
planning future interventions based on what was beneficial in the past
for clients in comparable circumstances.2
Who are Consulting Psychologists?
1. O’Roark, A. M. (2007). Guidelines for Education and Training at the Doctoral and Postdoctoral Levels in Consulting
Psychology/Organizational Consulting Psychology.
5. What Do Consulting Psychologists
Need to Learn?
2. O'Roark, A. M. (2007). The best of consulting psychology 1900-2000: Insider perspectives. Consulting Psychology Journal:
Practice and Research, 59(3), 189.
6.
7. • The common denominator among respondents is dedication to
excellence in consulting psychology and a need for a knowledge base.1
• Differences in specializations are reflected in references to distinctly
different researchers, theories, and methodologies.1
• Many who had greatest impact on their consulting practice were senior
colleagues who took personal interest in their education and professional
progress. The influence of personal mentoring was rated as more
meaningful and enduring than reading articles or books. 1
How Consulting Psychologists are
similar to…
1. O'Roark, A. M. (2007). The best of consulting psychology 1900-2000: Insider perspectives. Consulting Psychology Journal:
Practice and Research, 59(3), 189.
9. • Levinson’s (1972) Organization Diagnosis was named most often as the
most influential writing.2
• Consulting Psychology Journal: Practice and Research
• Harvard Business Review
• Wall Street Journal
What Consulting Psychologist
read?
2. O'Roark, A. M. (2007). The best of consulting psychology 1900-2000: Insider perspectives. Consulting Psychology Journal:
Practice and Research, 59(3), 189.
10. • Primarily Individual-Level Core Competencies
• Primarily Group-Level Core Competencies
• Primarily Organizational/Systemic-Level Core Competencies
Levels of Competencies
2. O'Roark, A. M. (2007). The best of consulting psychology 1900-2000: Insider perspectives. Consulting Psychology Journal:
Practice and Research, 59(3), 189.
11. I. Society of Consulting Psychology
II. Case Presentation
III. Questions about the World of
Business
Agenda
12. • The Society was founded as an elite membership group consisting only
of those who had achieved fellowship status (the highest membership
category) in the APA and who were therefore qualified to serve as
psychological examiners or consultants. As is typical in growing
professional organizations, there were struggles among the members in
defining the organizational identity and membership criteria. The
Society was eventually disbanded for about 20 years. Following World
War II, in 1946, when APA re-organized, Division 13 was later
established as one of 19 charter divisions in APA in 1946.3
Society of Consulting Psychology
3. Division History. (n.d.). APA Divisions. Retrieved March 23, 2013, from http://www.apadivisions.org/division-
13/about/history/index.aspx
13. • In 2004, Division 13 of the American Psychological Association (APA)
changed its formal title to the Society of Consulting Psychology (SCP).
The Society remains Division 13 of APA; thus both names (SCP and
Division 13) are used interchangeably. 3
• The Society of Consulting Psychology is managed as a volunteer
organization and relies on its members to accomplish its mission. 3
Society of Consulting Psychology
3. Division History. (n.d.). APA Divisions. Retrieved March 23, 2013, from http://www.apadivisions.org/division-
13/about/history/index.aspx
14. I. Society of Consulting Psychology
II. Case Presentation
III. Questions about the World of
Business
Agenda
15. The director of human resources of a high tech company in a Chicago
suburb called for consultation on behalf of her chief executive. She said
that he was concerned because their recent turnover of upper middle
management and officers was 35% higher than their norm.
The three consultants met with Mr. G, the CEO, at their corporate
headquarters. Mr. G was a tall, athletically built casually dressed 55 year
old man.
The client stated “I am an aggressive and abrasive person. I am an
entrepreneur. I have been diagnosed as manic-depressive and, up till five
years ago, took lithium. I have been seeing a psychiatrist, and I am not
taking any medication now.”
Case Presentation
4. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
16. He elaborated. “My family made money illegally. I got in trouble as a kid.
In those days, I didn’t know what the truth was, but later found people
along the way that I admired and changed my mind.”
“Two years ago, I separated from my wife. Now I want to know the truth
about what is going on in my company.”
Case Presentation
4. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
17. Individual Interview:
When Mr. G himself was scheduled for an individual interview with the senior
consultant; he sent a message through his secretary that he was tied up and did not
know when he would be available.
The secretary mentioned as an aside that Mr. G did not like the idea of spending
two hours in an interview. Also, by this time, Mr. G had abruptly called his top
officers out of their interviews with the consultants without explanation.
The senior consultant ask Mr. G’s secretary to him at his meeting. Mr. G was
incensed that the consultant had called and said, “Listen, my friend, I have a right
to change the time when I want to. I am speaking to someone about an acquisition,
and I will be tied up for an hour or so.”
The senior consultant and Mr. G scheduled a meeting for the next day at 11:00 am.
Case Presentation
4. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
18. Individual Interview:
Mr. G arrived exactly at 11:00 am with eyes blazing. His first remark was,
“You’ve got one hell of a nerve interrupting me. I was arranging to acquire
this company in the south.” The senior consultant responded that they
had an appointment and work to do. Mr. G replied. “Don’t give me that
B.S. – all right now, come into the office. Don’t worry, you’ll get paid for
your time. I resent intensely being interrupted.”
Case Presentation
3. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
19. Individual Interview:
Mr. G then started to ramble about his company’s problems:
1. Because of the growth of the company, it is no longer like a family
2. Some of his people are afraid of him, he does not know why.
3. He did not want his company to grow bigger as long as people were
troubled and problems were unresolved.
4. “I want a fit between myself and the staff and the organization.”
5. “I want to choose people who are loyal. How can we do that?”
Case Presentation
4. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
20. Collateral Information:
One of his longtime subordinates said “The whole organization is setup
like a garage. As a manager, you end up doing a lot of the jobs yourself
because you can’t trust others to get them done. A suggestion to another
department is taken as a criticism,.”
Another interviewee stated, “This is an aggressive, salesman type of
organization. Mr. G is not willing to accept the fact he is not a manager.
He is task oriented, not goal oriented. “
“He has a conflict understanding the difference between profitability and
bigness. He thinks so fast, planning strategy, he does not finishes before he
reaches for something else.”
Case Presentation
3. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
21. Collateral Information:
“He dips into every level of operations within the company. He fires
people, even groups of people, arbitrarily.”
“He has too many people reporting to him. Something is wrong in his
ability to trust. He is unable to delegate.”
“He has a group of star performers. Through superhuman effort they
perform on demand, but organizationally they are disasters.”
“When he gets upset, he takes no prisoners. At a meeting, he can go from
being the kindest person to being the cruelest. He can call people names
and fire them on the spot.”
Case Presentation
4. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
22. Case Summary I:
The Chief Executive of a high-tech company sought consultation because
of high turnover in managerial ranks and low morale.
Interviews with a sample of employees and managers disclosed that his
imaginative technical innovations were coupled with an intrusive,
impulsive, demeaning, and chaotic leadership style.
An important differential diagnostic problem was to determine whether he
was truly in the manic phase of a manic-depressive cycle, or a narcisstic
personality with borderline features.
Case Presentation
3. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
23. Case Conceptualization:
The consultants hypothesized that they should maintain ego boundaries
with Mr. G in a supportive context and see his paranoid features as typical
of those more likely to be found in a narcissistic character disorder.
Despite the evidence for sadistic control and for the projection of rage,
there was evidence of some soft sentimental, and tender feelings, as
reflected in his yearning for a family.
His insistence on high standards of production, on orderliness, precision,
clarity, and control are consistent with the product and the need to
maintain exacting production and clean work areas.
That these obsessive compulsive features reflect severe unresolved sadism
and controlling, vengeful behavior that drives people away seemed to be
secondary to the basic narcissism.
Case Presentation
4. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
24. Case Summary II:
Determining the latter to be the case, the consultants took a firm stand,
refusing to be intimidated by him, and recommended a course of action
that supported his cognitive recognition of the rational reasons for his
behavior.
An alternative (recommendation was made) that would sustain his
capacity and his narcissistic gratification.
Case Presentation
3. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that roared: A case study in organizational
consultation. Consulting Psychology Journal: Practice and Research; Consulting Psychology Journal: Practice and Research.
25. I. Society of Consulting Psychology
II. Case Presentation
III. Questions about the World of
Business
Agenda
26. 1. O’Roark, A. M. (2007). Guidelines for Education and Training at the
Doctoral and Postdoctoral Levels in Consulting
Psychology/Organizational Consulting Psychology.
2. O'Roark, A. M. (2007). The best of consulting psychology 1900-2000:
Insider perspectives. Consulting Psychology Journal: Practice and
Research, 59(3), 189.
3. Division History. (n.d.). APA Divisions. Retrieved March 23, 2013, from
http://www.apadivisions.org/division-13/about/history/index.aspx.
4. Levinson, H., Sabbath, J., & Connor, J. (1992). Bearding the lion that
roared: A case study in organizational consultation. Consulting
Psychology Journal: Practice and Research; Consulting Psychology Journal:
Practice and Research
References
Editor's Notes
Primarily Individual-Level Core Competencies
● Individual assessment for purposes of career and
vocational assessment
● Individual assessment for purposes of employee
selection or development
● Job analysis and culture/diversity as found in race,
ethnicity, gender (women/men), sexual orientation,
disability status, socioeconomic status, national heritage,
industry, education, job/role calibrations for
purposes of individual assessment
● Executive and individual coaching
● Individual-level intervention for job and career-related
problems
● Awareness of relevant ethical principles: i.e., confidentiality,
culture-centered awareness/understanding/
guanxi as they apply in the OCP context
Primarily Group-Level Core Competencies
● Assessment of functional and dysfunctional group
behavior
● Assessment and development of teams with attention
to diversity (here and after used to refer to the
full range of diversity variables) considerations
● Creating group-level teams in organizations (e.g.,
self-directed work groups)
● Intergroup assessment and intervention
● Group boundary assessment and intervention
● Identity group (racial, gender, ethnic, age, nationality,
sexual orientation, life span, disability groups,
social prejudice, culture, religion, belief systems,
organizational hierarchy role)
Primarily Organizational/Systemic-Level
Core Competencies
● Organizational diagnosis including systemic assessment
of the entire organization or large component
parts of the organization and diversity cohorts
within the organization’s stakeholder groups
● Attitude, climate, and satisfaction surveys, including
partitioned profiles representing work units, organizational-
level groups, diversity/multicultural
groups, and upfront/nonnegotiable announcements
of ethical commitments, especially confidentiality
● Evaluation of corporate management philosophy,
organizational culture, and nature of systemic stressors
● Workflow and project planning activities (e.g., Gannt charts, PERT (Program Evaluation Review
Technique) charts, fishbone diagrams)
● Identification of aggregate performance measures,
charting and plotting measures
● Assessment of organizational values and management
practices and philosophy/policy
● Organizational-level interventions, collating data,
partitioning data, intervention design
● Change management of organizational systems