Scenario 1
Work personality assessments is preferred by most organizations as it helps employees better understand each other, and how managers prefer to communicate (Cooke & Cox, 2005). They aim at making the workplace more comfortable and a productive setting. Contrarily, the introduction of worker personality assessments in this scenario has revealed unconstructive outcomes where some of the employees use these tests to judge others. It is, therefore, not a surprise to see that those who are being judged or discriminated upon due to their personality profiles are taking it out on their customers (Hartmann & Gerteis, 2005). The reason why the attempt to introduce this new approach failed is because the management did not take the necessary steps to prepare workers for the tests.
Similar to organizational change, workers also need to be aware of what is expected of them. They also need to be educated on the fact that conducting worker personality assessments does not mean that they can discriminate against each other, or judge. Therefore, the small business should re-strategize and apply steps taken when introducing organizational change. This way, worker resistance and prejudice will be limited or controlled by management (Leslie, 2002). Qualitative data should also be collected to assist the client attain her goals. Additionally, I would enquire how workers were informed about the worker personality assessments. This may have contributed to their reactions which led to failure to implement. Today’s organizations are quite diverse and the client should consider educating her employees on organizational culture (Colquitt, LePine & Wesson, 2017).
Delegate your assignment to our experts and they will do the rest.
Scenario 2
This scenario is a common representation of what takes place in various parts of the world, particularly at the workplace. Being from different ethnic backgrounds, it is obvious that these three residents have not been educated on collaborating with others from a different culture or ethnic background. From the staff’s reaction, it is also clear that they have not been effectively trained on how to handle or manage situations involving cultural conflicts (Cooke & Cox, 2005). Therefore, for this particular case, the three disabled residents need to be communicated with, together, and their concerns addressed. They need to understand that they will have to reside in that community facility for a while, and thus be forced to learn how to best work together, to avoid conflict. The residents need to compromise in a way that will not be offensive to the other’s cultural beliefs.
On the other hand, a training program should be introduced to workers at the facility in order to enable them understand how they can collaboratively merge their cultural expectations with those of the residents (Hartmann & Gerteis, 2005). To be able to help the client, I will need to know what the staff has learned about the upbringing and beliefs of each of the residents. I will also need to find out how these residents have been getting along with those around them, before being referred to the community facility. The kind of data that will be required for this particular scenario would be a qualitative one. Notably, multicultural concerns need to also be addressed.
Scenario 3
Given that the individual’s temper is triggered by taking about politics and his ex-wife, it is important to first and foremost investigate what happened in his past in relation to the two. It may be that a certain political figure or party disappointed him or made empty promises, similar to his ex-wife. It is also possible that this individual has not learned a coping mechanism in which he can control his anger and deal with the hurt (Leslie, 2002). Therefore, the therapist should find a way of introducing the two topics in a subtle manner, allowing for the client to slowly open up about how politics and his ex-wife angered him. The therapist also needs to find an alternative approach to the situation because as cited, initially, he was able to control his client but recently he cannot. Again, the main question that I would need to ask is what exactly happened to bring about such a reaction when discussing politics and the ex-wife. No additional matters need to be addressed in this particular case, and a combination of qualitative and quantitative data will be needed to help the therapist attain his goals (Colquitt, LePine & Wesson, 2017).
References
Colquitt, J.A., LePine, J.A., & Wesson, M. (2017). Organizational behavior: Improving performance and commitment in the workplace . 5 th Edition. New York: McGraw-Hill Education.
Cooke, B., & Cox, J. (2005). Fundamentals of action research . London: SAGE Publications.
Hartmann, D., & Gerteis, J. (2005). “Dealing with diversity: Mapping multiculturalism in sociological terms.” Sociological Theory , 23(2). Pp. 219 – 239.
Leslie, J. (2002). Essential behavior analysis . London: Arnold.
