Consultants,
specifically organizational consultants are specialist that aid in
organizations to become more productive, efficient, cope with downsizing, time
management, organizational changes, team development, and other process to
survive through with situation changes or problems. The process of
organizational consulting can address the overall operations of the
organization or focus on specific aspects (Mann, 2012). Performance of a
consultant role in most cases requires a mastery set of knowledge and
proficiency of specific skills, however many consultants acquire distinct and
varied set of skills that are particular within organizational settings.
This
document will provide an in-depth evaluation of consulting and assess
professional competencies in reference to the case study that focuses on an
organizations need to introduce a new set of processes within the Marketing
department. The case study emphasizes the need for a smooth transition into the
new processes while encouraging a more co-operative, self -managing, and
resilient department. Including in this document is an overview of the case
study, a description of consulting theories and basis in evidence that identify
and describe the implementation phase of consultation, psychological underpinnings,
and compare and contrast of theories based on their usefulness and basis in
evidence. Also included is a synthesis of key concepts and best aspects of
methods according to theory and an in-depth evaluation of the consulting
process that comprise a compare and contrast of the strengths and weaknesses of
each approach to evaluation.
Consultation
Psychology
Case Study
The case study focus was on team
development through introduction of new procedures, product launches, and
training plans. The organization Danone team of customer service advisors
within the Marketing department was to go through considerable changes within
the organization (FreshTracks, n.d.). The Marketing team is made up of parents
and healthcare professionals that support baby food products within the
organization. The organization wanted the process to go smoothly and help the
department deal with the changes in a positive and pro -active way. Danone
wanted to encourage a more co-operative, self -managing, and resilient unit
(FreshTracks, n.d.).
The case studies focus on the consultant
and client ability to efficiently and smoothly transition a department through
various new processes. The consultant is responsible for acquiring information
through consultation processes that would aid in the transition of the
department and acquire any helpful insight from the client. The insights
acquired during the consultation processes would be beneficial to comprehending
facets of organizational consultation processes, appropriate techniques and methods,
and evaluation processes to efficiently provide the client with services
requested.
Consulting Theories and Evidence
Theories
are often the basis of how consultants work. Consulting theories aid in
identifying concepts that would be beneficial during the process of
consultation. The client’s consultation is to identify methods that would aid
in a smooth transition of new processes within the Marketing department which
consist of parents and healthcare professionals. Consulting theories can provide
a consultant with a better understanding of the client and individual’s
involved in the process. Through various consulting theories, two theories that
can aid in the client’s specific need positive psychology oriented consulting
and Adlerian theory will focus on providing the encouragement, support, and
understanding of the individuals that are going through the process of
departmental change.
Positive Psychology Oriented Consulting
Positive psychology oriented consulting
is important within organizations regards organizations as macro contexts that
shape positive stages and positive outcomes for individuals, groups, and whole
organizations (Hefferon & Boniwell, 2011). Positive psychology promotes
positive organizational behavior that focuses on developing positive
psychological states that enhance performance (Hefferon & Boniwell, 2011).
Positive organizations practice positive methods and incorporate positive
activities. These methods and activities allow for employee's to be open
towards job variety, confidence, creativity, team building, developing
strengths, and understand how to set clear goals, accept feedback, and take on
appropriate challenges (Hefferon & Boniwell, 2011).
Implementing positive psychology is an
essential role in transitioning change within the organization. Positive
psychology will aid in integrating a vision, endorse strategy, then guide and
coordinate the process by which the strategy will be implemented. Changes
within departments involve a process of experimentation and learning, because
it is impossible to anticipate all the problems or to prepare detailed plans
for how to carry out all aspects of the change (Baligh, Burton, Obel, 1996).
The Marketing department consists primarily of parents and healthcare
professionals and encouraging them through the change process implements
support and strengthens the ability to change within the department.
Positive psychology psychological
underpinnings present a clearer and theoretical perspective. The application of
psychological consultation of positive psychology focuses on the strengths of
the client and the employee's. Application of this theory will acknowledge what
is good about the departmental change and create a vision to perceive a sense
of purpose and strategies to achieve this purpose (Baligh, Burton, Obel, 1996).
Positive psychology would outline the client and employee's strengths
regardless of weakness and present an opportunity for fulfillment, growth, and
success through developmental processes and application.
Adlerian Theory
Adlerian consulting focuses on the
components of individual psychology. Use of Adlerian consulting asks clients to
identify behaviors or traits they find more appropriate and desirable, this
provide the client and employees with techniques and opportunities to try their
desired behavior or trait (Sommers-Flanagan & Sommers-Flanagan, 2012).
Adlerian consulting is appropriate in training programs for pre-service and in
service for use in consulting within organizations. Adlerian consulting
concepts can be applied to programs that can beneficial for client and can
provide information for consulting. Adlerian consulting can aid in clients
creating new images for themselves by viewing his or her past, present, and
future goals (Sommers-Flanagan & Sommers-Flanagan, 2012). Adlerian
consulting identifies the needs, strengths, and goals of the client in order to
encourage growth and positive change. Adler's theory emphasis on healthy
relationships and recognition of the links between employee well -being and organizational
effectiveness. Adlerian consulting works with organizations to help them
identify and address specific issues, strategies, efficiency, team building,
and workplace growth (Sommers-Flanagan & Sommers-Flanagan, 2012).
Implementation of the Adlerian theory
promotes growth and full potential of the employees. It presents a sense of
belonging, contribution, equality, and cooperation. The employees affected by
the departmental change would feel value and significant, this implementation
is vital because changes within an organization can present stress and be
painful for some employees. Adlerian theory will allow for implementation of
diverse perspectives and leadership behaviors of motivation, support, and
guidance.
The psychological underpinnings of Adlerian
theory can be useful for work with diverse characteristics and personalities.
According to Feist and Feist (2009) defining characteristics within an
organizational change can give employees a feeling of oneness with all, and as
a member of a larger whole within the organization, a sense of empathy and
concern for others all through the cooperation of change. Individual
characteristics and personalities could present positive or negative outcomes
and applying psychological consulting applications, such as Adlerian theory
could aid in reducing or diminishing concerns for overwhelmed employees.
Compare and Contrast
Positive psychology and Adlerian
theory both possess strengths and limitation within the aid of the process of
organizational change. The client is seeking aid within the Marketing
department to smoothly transition its employees in the process of implementing
new processes positively and in a pro-active way. Each theory of consultation
present basis of evidence that allows for the client and consultant to
comprehend to the methods necessary to efficiently and effectively follow
through requested processes. Positive psychology basis of evidence lay focus on
areas of study and practice that emphasize positive emotions, positive traits,
and positive institutions. Positive emotions consist of contentment, happiness,
and hope for future outcomes. Positive traits consist of resilience, self
-knowledge, and creativity. Positive institutions consist of community
interactions within organizations that can benefit through the tools of
positive psychology.
Positively psychology strengths
recognizes that over the years there are many positive constructs in
organizational development that positively reinforce structure, procedure
development, commitment, and prosocial behavior. Positive psychology
theory-building processes of research attempt to address new and relatively
unique workplace psychological resources (Youssef & Luthans, 2007). Through
the strengths of positive psychology the client’s request for smooth transition
will not only be managed in a pro-active way but will also produce a more
resilient, self-managing, and co-operative unit. The limitations of positive
psychology is its failure to equally address the weaknesses of an individual or
group (Held, 2004). Positive psychology emphasizes positive methods and
perceptions in order to encourage a more positive environment. This theory does
not fully address negative attitudes that could come into play. Some employees
could feel bad about the new work situation and cannot manage to transcend
their negative attitude no matter what and end up feeling worse, guilty or
defective to the current situation (Held, 2004).
In comparison to positive
psychology, Adlerian theory possess many strengths, such as its ability to be
applied to diverse situations, including the concept of encouragement amongst
the client and consultant during the process of consultation. Adlerian theory
addresses individual goal directed characteristics and the need to finding success,
fulfillment, and meaning within work environments. Adlerian theory encourages
positive characteristics and behavior amongst individuals. Positive
characteristics and behaviors promote positive outcomes during the process of
departmental change and can be viewed through the employees as support and
guidance during this process. Adlerian theory assumes an individual's
characteristics and behavior. Adlerian
theory limitations fail to provide empirical support for Adlerian concepts and
approaches in reference to individual organizational developmental processes
(Ivey et. al., 2007). In contrast to positive psychology, Adlerian theory has
its limitations but the benefits of implementing many of the concepts in
reference to individual development and psychological process within an
organization outweigh its limitations (Ivey et. al., 2007).
Synthesis of Consulting Theories
Positive
psychology and Adlerian theory both focus on processes that integrates
effective key concepts into the departmental process of transitioning new
processes. Positive psychology and Adlerian theory each emphasize concepts of
encouragement, creativity, growth, and developing strengths. These approaches
helps provide a set of guidelines to abide by for actions through the
implementation of each through the process of helping a client with
departmental changes. The set of guidelines create a view of the need for
change, these set of guidelines considers the client and those who are involved
in the process. The set of guidelines includes, informed progress of change,
demonstrate optimism and commitment to change, prepare those involved in
change, provide support, and identify essential roles through the change.
Informed
progress of change helps communicate what steps have been initiated, what
changes have been completed, and what improvements have occurred in
performance. The process of change can have diverse effects on individuals and
can cause anxiety and stress. It is important to keep the client and employees
informed on the process and open communication (Yukl, 2009). Providing optimism
and commitment to change endorses dedication and guarantee through to the end
of the process. Change process can encounter various setbacks and sacrifices
and it is vital for the employees to understand that the consultant and client
are committed to the process (Yukl, 2009). Preparing the employees for the
process of change can consist of training, stress management, and how to adjust
to the new changes being implemented. Changes within a department can overwhelm
some, providing methods and preparing for change can help employees to cope.
Providing support and identifying essential roles is to identify employees who
support is necessary to make the change within the department happen smoothly
(Yukl, 2009). This guideline assess key employees who would valuable to
successfully implementing the new departmental processes. Support helps obtain
confidence of the employees and prepare employees to undertake the activities
necessary for the change (Yukl, 2009).
Evaluation of Consulting Project
Evaluation process involves looking
at the client, the employees, gathering information about the current situation
with the Marketing department, and preferences of the transition the client is
seeking help for. The consultant is responsible for analyzing the situation and
figuring out a method suitable to carry out the client’s request. The process
of the consultation involves meeting members of the Marketing department,
observing interactions, and developing a practical solution that would
implement a smooth transition into new departmental processes. As part of the consultation process, employee
individual profiles were assessed and group sessions were attended to reflect
self -management, teamwork, communication, and managing change. Diverse
applications was used in order to gain a clearer picture between the
consultant, the client, and the employees involved. Applications used consisted
of activities that focused encouragement and review sessions that allowed for
reflection and strategic plans to be developed.
The evaluation identified employees,
such as the parents and healthcare professionals whose support was essential
within the process of transition. Communication between the consultant, client,
and employees involved an explanation the process and prepared the employee’s
for change and set a clear vision of the benefits to be gained during the
process. Possible approaches to
evaluating this case study included Systematic consulting approach and Gestalt
theory.
Systematic
approach determines a system, which is independent of the concrete elements,
such as concepts and principles of the organization, and provides a basis for
unification (Campbell & Huffington, 2008). Systems concepts include
system-environment boundary, input, output, process, goal directedness, and
information. This approach looks at the whole in which the client, employees or
situation is part of. This approach utilizes tools that include resolving team
dynamic, evaluating options, individual development, and communication tactics
(Campbell & Huffington, 2008). The strength in the approach lies in its
ability to identify many possible meanings from which to construct an
understanding of what is going on, how best to intervene. Its weakness is that
it does not encourage individuals to develop a view of change from one
opposition and continually generate new meanings leaving room for delayed
reactions to opportunity (Campbell & Huffington, 2008).
Gestalt
approach focuses on personal development and growth. This approach perceives a
system capable of handling various situations through awareness and drive.
Individuals create subjective meaning of his or her experiences and explore how
one has become aware of these experiences (Bednarova, 2009). Strengths of
Gestalt approach is that it addresses situations an individual or group might
be facing and allow the individual to develop a method that aids in dealing
with new challenges and create a positive outlook. This approach allows an
individual to become aware of responsibility and self-awareness (Bednarova,
2009). The weaknesses of Gestalt approach is the appropriateness of individual
awareness, such as an individual lacks the ability to recognize awareness of
self and is unable to cope with the challenges of change (Bednarova, 2009).
Gestalt approach pushes for self-awareness and emphasizes recognition for
negative perceptions. An individual that lacks the ability to recognize his or
her negativity through the process of the Gestalt approach can experience
stress, depression, and are unaware of his or her faults in the situation
(Bednarova, 2009).
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