Discuss the various psychological theories of intervention

1. PSYCHOANALYTIC THEORY
According to this theory, psychological disturbance results from materials that are repressed in the unconscious level of our mind (unconscious motivation). This implies that at the workplace, some employees may manifest unproductive behaviours motivation is their past forgotten experiences. Such employees may thus not understand why they are manifesting these behaviours. In view of this theory such employees can be assisted through the principle of free association (allowing the employees to speak out about their past freely in a safe environment). This can be facilitated by creating a counselling facility in the organization where psychological counsellors can assist such clients. Once such employees gain self-understanding, then their destructive behaviours can be minimized or eradicated altogether.
2. COGNITIVE THEORIES
Psychological disturbance in view of these theories come from irrational thought patterns that lead to negative feelings and subsequent maladaptive behaviours. Employees may develop many irrational thoughts in relation to their workplace for example in relation to their leaders, promotion modalities, workplace environment, remunerations among other such issues. Cognitive theories propose that the cognitive restructuring principle can be used to help these employees. This entails giving them an opportunity to verbalise their thoughts, picking the irrational thoughts and helping to restructure them accordingly.

3 HUMANISTIC THEORIES
The basic principle of humanistic theories is to design a workplace environment that is growth facilitating. Such an environment is characterized by unconditional positive regard; genuineness and empathy. This implies that all employed are accorded utmost respect and treated as equals. It implies getting rid of vices such as discrimination, nepotism, tribalism, prejudice among others that impede the growth of some employees; consequently resulting to problem behaviours. According to Maslow, this environment should accord all employees an opportunity to climb the career ladder. Consequently, organizations should create both horizontal and vertical promotional opportunities in order to prevent the problem of plateau employees because such employees can indulge in problem behaviours. Putting in place mechanisms proposed by humanistic psychologists can help to curve many problem behaviours at workplaces.
4. EXISTENTIAL THEORIES
Basic premise of these theories is that people should be helped to find meaning in life experiences. This implies that employees should be helped to find meaning in their work experience. In view of this theory, if this fails to happen such employees may experience a void and meaninglessness in what they are doing and with life in general. When employees experience a void, problem behaviours such as absenteeism, low morale, drug and alcohol abuse and increased turnover may arise. Facilitating environments that promote significant interpersonal connectivity, proper job placement, in-depth orientation that emphasizes the significance of the roles played by the employee in the organization, and respect and recognition among others is very important in helping employees to respond to this existential principle.

5. ADLERIAN THEORY
This theory teaches that people by nature are goal-oriented and they work best when the goals they are pursuing are clear. Employees can to the place of work with personal goals. It's the duty of the management to help integrate individual employee goals with organizational goals. This will enhance organizational success. Employees should be familiar with the vision, the mission, the objectives and the core values of the organization they are working for. Employees development programmes are developed based on the reality that employees come to workplaces with individual ambitions to grow. Employees without focus can cause many workplace problems. Organizations should thus facilitate a goal-oriented work environment to facilitate growth and curve maladaptive behaviours.
6.BEHAVIOUR THEORIES
The three key theories under this umbrella are classical conditioning, and operant conditioning and social learning theory. In view of these theories, employees can be helped to overcome problem behaviours by conditioning them to love their work. Based on classical conditioning, for example, senior managers can create positive associations by for example tying their current success to some specific positive behaviour they have adopted since they joined the organization. Senior managers and employers can also create motivational programmes where pre-identified positive behaviours are rewarded as proposed by operant conditioning theory. Social learning proposes that senior managers model appropriate behaviours for other employees to emulate such as punctuality and neatness.
7. GESTALT THEORY
This theory proposes that the employee should be conceptualised holistically as a social, spiritual and physical entity instead of viewing him/her with the isolated terminology of an employee. Employees are mothers, fathers, husbands and wives and relatives to people. Looking at the employees this way will help management to develop strategies that allow employee flexibility when they need to deal with other issues outside the place of work. Ignoring this reality could precipitate problem behaviours at workplaces aimed at coping such as absenteeism, incivility and poor interpersonal relationships.

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Chatelaine answered the question on June 16, 2021 at 07:39