Phillip April 23, 2024 No Comments

PSY FPX 7520 Assessment 4 Executive Coaching

PSY FPX 7520 Assessment 4 Executive Coaching Name Capella university PSY FPX 7520 Social Psychology Prof. Name Date Abstract Groupthink aims to unify employees into a cohesive unit, prioritizing collective goals over realistic alternatives. It serves as a potent instrument for organizational success. This assessment explores strategies to enhance employee creativity through insights from social psychology and the social dynamics influencing groupthink. Introduction In high-stress environments, decision-making can be compromised, leading to a cascade of poor choices and organizational challenges such as high turnover rates. Team-building initiatives offer a means to identify and mitigate decision-making flaws, thus fostering independent thinking and reducing the sway of social influences. Enhancing Mental Efficiency Understanding the genesis of groupthink within an organization lays the groundwork for its mitigation. Groupthink, as described by Hassan (2014), manifests as a collective reluctance to explore alternative courses of action, driven by a desire for group cohesion. This phenomenon undermines mental acuity and moral discernment, often resulting in the dominance of a few vocal leaders within a group. Impact on Decision-Making Pressure within group dynamics can precipitate hasty decisions, further impeding mental clarity and moral judgment. Authoritarian figures may emerge, stifling dissenting voices and perpetuating a homogeneous mindset (Hassan, 2014). PSY FPX 7520 Assessment 4 Executive Coaching Role of Social Psychology Social psychology elucidates how individuals’ behaviors and responses are shaped by social contexts. In healthcare settings, issues such as organizational inefficiencies and a dearth of creative problem-solving stem from groupthink dynamics. Formal procedures aligned with institutional goals can counteract these tendencies, fostering collaboration and decision-making efficacy (Maiha & Saidu, 2014). Influencing Factors Staff empowerment in decision-making processes, devoid of emotional barriers, is pivotal. Social dynamics and individual personalities influence group dynamics, with assertive individuals more likely to voice dissenting opinions. A conducive environment, where diverse perspectives are valued, enhances creativity and decision-making quality (Madigosky & Schaik, 2016). Strategies to Minimize Groupthink Restricting group size and encouraging diverse input can mitigate the pitfalls of groupthink. Personality diversity within teams fosters innovative thinking, while cultural considerations enrich decision-making processes, ensuring broader participation and a congenial atmosphere (Maiha & Saidu, 2014; Pratkanis & Turner, 2013). Conclusion Groupthink stifles creativity and impedes organizational progress. By recognizing and addressing its manifestations, organizations can cultivate a more vibrant and resilient workplace culture, conducive to innovation and sustainable growth. References Hassan, M. A. G. (2014). Groupthink principles and fundamentals in organizations. Retrieved from https://www.semanticscholar.org/paper/Groupthink-principles-andfundamentals-in-Hassan/aa7d15b59da0c492d19bed3dbf34408a2949b840 Madigosky, W., & Schaik, S. (2016). Context matters: groupthink and outcomes of health care teams. Medical Education, 50(4), 387-389. PSY FPX 7520 Assessment 4 Executive Coaching Maiha, A. H., & Saidu, U. (2014). Local Government Administration And Its Impending Problems In Recent Times. International Journal of Social Sciences, 9(9). Pratkanis, A. R., & Turner, M. E. (2013). Methods for counteracting groupthink risk: a critical appraisal. International Journal of Risk and Contingency Management (IJRCM), 2(4), 18-38.

Phillip April 23, 2024 No Comments

PSY FPX 7520 Assessment 3 Aggression Intervention Training Plan

PSY FPX 7520 Assessment 3 Aggression Intervention Training Plan Name Capella university PSY FPX 7520 Social Psychology Prof. Name Date Abstract Workplace aggression poses risks not only to staff but also to clients. Implementing a structured intervention to deescalate such situations is crucial for achieving positive outcomes. This assessment outlines a plan to introduce aggression intervention training for staff, focusing on both internal dynamics and interactions with clients. It explores how cultural factors influence responses to aggression and proposes goals, objectives, and a detailed intervention plan to foster a zero-tolerance environment. Introduction This training initiative aims to establish an aggression intervention program for staff to address hostile situations, particularly within a maximum-security prison setting. Given the diverse backgrounds of individuals encountered in such environments, managing aggression is paramount to ensuring safety and conducive working conditions. By leveraging the principles of social learning theory, this training seeks to equip staff with effective intervention strategies. Setting Albert Bandura’s social learning theory underscores the learned nature of aggression, emphasizing behavioral modeling as a key factor. In a prison setting, where individuals may experience heightened frustration and loss of autonomy, such learned behaviors can manifest in violent conduct. Cultural influences further shape attitudes towards aggression, underscoring the importance of understanding diverse perspectives in managing workplace hostility. Program Focus and Structure The training program aims to enhance self-esteem and self-efficacy while employing cognitive psychology and social learning theory to mitigate workplace aggression. Spanning three weeks, the program enables staff to apply learned methods and provide feedback on their efficacy. By fostering improved communication and relationships among staff, the program seeks to create a safer work environment. Goals and Objectives The primary goal is to reduce aggression among staff and between inmates and staff, fostering a culture of mutual respect and safety. Training methods focus on identifying aggression triggers and enhancing social functioning to minimize workplace hostility. Activities such as role-playing aim to improve staff morale and interpersonal dynamics, ultimately reducing institutional aggression. Interventions Staff accountability and cognitive skills programs are integral to addressing aggression, targeting cognitive distortions and promoting self-awareness. Novaco’s anger management model provides a framework for understanding and managing anger reactions, emphasizing self-regulation and empathy. Proactive measures, including stress management and policy communication, further support staff in deescalating hostile situations. Recommendations for Follow-Up Training Assertiveness training should complement aggression intervention efforts, integrated into organizational strategic plans. Continual training and organizational support are vital to sustaining a zero-tolerance approach to aggression. By addressing underlying factors contributing to aggression, such as job ambiguity and poor leadership, organizations can foster a culture of safety and respect. Conclusion Implementing aggression intervention training is crucial for ensuring workplace safety and effective conflict resolution. By equipping staff with tools to manage aggression and understand diverse perspectives, organizations can cultivate a culture of respect and collaboration. In challenging environments like prisons, such training is essential for maintaining order and facilitating positive interactions. References Bandura, A. (1973). Aggression: A social learning analysis. Englewood Cliffs, NJ: Prentice Hall. Carré, J.M., Iselin, A.R., & Welker, K.M. (2014). Testosterone Reactivity to Provocation Mediates the Effect of Early Intervention on Aggressive Behavior. Psychological, 25(5), 1140-1146. Retrieved from http://pss.sagepub.com/content/25/5/1140.short PSY FPX 7520 Assessment 3 Aggression Intervention Training Plan Chi Meng Chu, Michael Daffern, James R.P. Ogloff. (2013). Predicting aggression in acute inpatient psychiatric setting using BVC, DASA, and HCR-20 Clinical scale. The Journal of Forensic Psychiatry & Psychology, 24(2), 269-285. Fox, N.A., Henderson, H., & Marshall, P.J., Nichols, K.E., Ghera, M.M. (2004). Behavioral Inhibition: Linking Biology and Behavior within a Developmental Framework. Annual Review of Psychology, 56(), 235-262. Kwon, D. (2015, October). Are Prions behind All Neurodegenerative Diseases? Scientific American, 313(5). Retrieved from http://www.scientificamerican.com/article/are-prions-behind-all-neurodegenerative-diseases/ PSY FPX 7520 Assessment 3 Aggression Intervention Training Plan McLeod, S. A. (2007). Simply Psychology. Retrieved from http://www.simplypsychology.org/

Phillip April 23, 2024 No Comments

PSY FPX 7520 Assessment 2 Minimizing Social Influence in Debates

PSY FPX 7520 Assessment 2 Minimizing Social Influence in Debates Name Capella university PSY FPX 7520 Social Psychology Prof. Name Date Objectives: In my role as a political advisor for the League of Women, I’ve been tasked with devising guidelines for conducting impartial and equitable public town hall debates. This presents a challenge due to the significant influence of both social media and mainstream media on public perceptions, which have become crucial in shaping opinions and beliefs. Understanding the psychological dynamics and impacts at play in this context is paramount. Social psychology delves into how individuals behave in social settings and how they perceive and respond to others (Van Lange, Kruglanski, & Higgins, 2012). Our social perceptions shape how we interpret events and formulate responses (Van Lange et al., 2012). To counteract the sway of social and media influences, political consultants must scrutinize the questions posed by the media, ensure moderators allocate equal time to candidates, and guarantee fair and meaningful questioning by mediators. The moderator’s conduct significantly affects debate outcomes, with the framing and handling of questions playing a pivotal role. Moderators’ motives often revolve around audience engagement, personal gain, or sensationalism rather than focusing on substantive issues (Turcotte, 2014). Despite the introduction of the town hall format by the Commission on Presidential Debates in 1992, the press continues to wield influence over the questions asked (Turcotte, 2014). However, the town hall format tends to steer away from conflict, prioritizing public inquiries about plans and proposals (Turcotte, 2014). PSY FPX 7520 Assessment 2 Minimizing Social Influence in Debates Final Deliverable: Town hall-style meetings offer a platform for more transparent and impartial debates. With the audience primarily driving the discussion, moderator influence is minimized. Risks: Moderator bias influencing the audience. Challenges accommodating a large audience’s questions. Potential disruptions from unruly audience members. Inappropriate or off-topic questions from the audience. Project Budget / Spending Estimate: No specific budget is proposed for this initiative, which aims to enhance debate formats and mitigate the impact of social influences without incurring additional costs. Research-based Guidelines for Fair Public Debates and Media Coverage: To ensure fairness in public town hall meetings, it’s essential to acknowledge the influence of social and media dynamics. Social media platforms serve as real-time arenas for political discourse, often shaping initial reactions as significantly as the debates themselves (Pfeiffer, 2015). The League of Women Voters (2016) emphasizes the importance of pre-debate preparation, critical observation during the debate, and thoughtful reflection afterward. Turcotte (2014) observes that town hall-style debates prioritize substantive policy discussions over entertainment, contrasting with traditional formats. Rooy, Wood, & Tran (2016) highlight how social comparisons influence group dynamics, shaping individual attitudes and behaviors. Guidelines for Fair Public Debate: Drawing on Festinger’s Social Comparison Model (Van Lange et al., 2012), these guidelines emphasize the importance of unbiased moderation, minimizing moderator influence, and fostering an environment conducive to substantive discussion. Non-verbal cues, such as body language, can subtly sway audience perceptions (CNN, 2012). In a town hall setting, audience involvement can encourage candidates to focus on pertinent issues and avoid confrontational rhetoric. Moderators must ensure fairness, manage audience participation, and select neutral venues to uphold the integrity of the debate. References: CNN. (2012). Decoding body language from the final debate [Transcript]. Retrieved from http://www.cnn.com/videos/politics/2012/10/24/ac-bts-body-language-expert-final-debate. League of Women Voters (n.d.). Retrieved from http://www.lwv.org. Pfeiffer, D. (2015). How social media is revolutionizing debates. Retrieved from http://www.cnn.com/2015/09/15/opinions/pfeiffer-social-media-debates/index.html. PSY FPX 7520 Assessment 2 Minimizing Social Influence in Debates Rooy, D., Wood, I., & Tran, E. (2016). Modeling the emergence of shared attitudes from group dynamics using an agent-based model of social comparison theory. System Research & Behavioral Science, 33, 188-204. Turcotte, J (2014). The news norms and values of presidential debate agendas: An analysis of format and moderator influence on question content. Mass Communication and Society, 18(3), 1-20. Van Lange, P.A.M., Kruglanski, A.W., Higgins, E.T. (2012). Handbook of theories of social psychology. Thousand Oaks, CA: Sage.

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