INDUSTRIAL PSYCHOLOGY

Case Study of Industrial Psychology



Abstract

This research paper aims to identify the underlying issues in the given case study that what were the driving forces that incline the delineated behaviors. After the analysis, it will suggest the strategies of change. This research will also represent the impact of implementing these strategies. The prevailing situation depicts that there is a high intensity of workplace conflict, non-acceptance of cultural diversity, barriers in communication, no group decision making, reduced level of motivation, and no problem solving strategies. This scenario can be solved through a diverse range of strategies to influence the required behavior. This influenced behavior will assist the organization to achieve success and the organizational psychology can be guided in a positive manner.

Table of Contents

Introduction2

Discussion2

Evaluation of the Scenario2

Strategies to Resolve the Identified Issues6

Cultural Diversity Issue in the Conflict10

Impact of the Implemented Strategies11

Conclusion11

References13

Case Study of Industrial Psychology

Introduction

Workplace conflicts and the communication barriers result in organizational failure and employees of the company faces high levels of negative forces that deter their performances. These negative forces also deter the organizational culture, and it deviate the organization from its milestone. This research paper aims to identify the underlying issues in the given case study that what were the driving forces that incline the delineated behaviors. After the analysis, it will suggest the strategies of change. This research will also represent the impact of implementing these strategies. The main problem that influence the behavior of the individuals include high intensity of workplace conflict, non-acceptance of cultural diversity, barriers in communication, no group decision making, reduced level of motivation, and no problem solving strategies

Discussion

Evaluation of the Scenario

The prevailing situation depicts that there is a high intensity of workplace conflict, non-acceptance of cultural diversity, barriers in communication, no group decision making, reduced level of motivation, and no problem solving strategies.

Workplace Diversity

The way both the employee in the café ridiculed about the accent and behavior of Karishima categorically represents that the employees of the organization does not appreciate the workplace diversity. Some scholars examine the connection between diversity and performance, which evaluate the impact of diversity on outcomes. Outcomes are defined as the results the organization produces (Gregory, 2006). Additionally, distinctions are often made between different types of outcomes: short-term, intermediate, and long-term outcomes. Yet most scholars conducting research examining diversity's impact on performance do not denote whether they are measuring short-term, intermediate, or long-term outcomes.

Recent work conducted in the private sector introduces two concepts of organizational context and group-team processes to better understand the casual mechanisms that occur between workforce diversity and organizational performance. Kochan et al.'s (2003) work embodies the aims of current research in the private sector: They find that to empirically examine the relationship between workforce diversity and organizational performance both an organization's context and group-team processes need to be measured. Understanding an organization's culture and the group-team processes involved in the work often serve as antecedent and intervening variables. The challenge of the workplace diversity is significant for this organization for achieving ...