Description
My presentation is on applying positive psychology interventions in the workplace. There is a template I want to put all the information in. This is what needs to be done1. Put previous researched info in the template including introduction2. Write a problem statement3. Transfer references overonly put info for the problem statement, the abstract. leave the rest of the info as the template
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ABBREVIATED TITLE
1
Full Title of the Paper in Title Case
Your Name
MSIOP
Course Code: Name of Course
Instructor’s Name
Month Date, Year
ABBREVIATED TITLE
2
Abstract
Replace text as necessary. The Abstract is written in Milestone 7. Skip for now and come
back later. The abstract is always on the second page of the document. The first line is not
indented. The abstract provides a summary of the paper in one paragraph of 150–250 words.
Make sure to state the issue or problem, indicate the study purpose, briefly review the study
method, predict what you would find, and finish with practical implications.
ABBREVIATED TITLE
3
Title of the Paper
Replace text as necessary. The first section of your proposal is your
Introduction, but you should not include an “Introduction” heading. It is implied at the
beginning of the paper. Instead, briefly introduce your reader to your proposal by stating
your research topic and the major sections.
Problem Statement
This is the “So What?” section of the proposal. Why is your research problem
important? Why does it matter? The problem statement should be a relatively brief
section. In a journal article, the problem statement may only be a few sentences or a
paragraph. In your proposal, though, the problem statement generally requires a page
or two to provide the reader with a general introduction to the topic. Address why the
research is important. Then, articulate a specific research gap that you intend to
address in your proposal. Back it up with scholarly sources.
Literature Review
Keep in mind that an annotated bibliography is not a Literature Review. Do not
simply cut and paste your annotated bibliography in this section.
Write about the major themes found in the literature review, discuss why there needs to
be more research and state how your proposal will fill this gap.
Hypothesis
The research question and the hypotheses should align. The hypotheses should
be a derivative of the question. In other words, the question becomes a statement. The
wording should not vary.
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RESEARCH QUESTION: Is the perceived effectiveness of onboarding independent of
worker location (in-office versus remote)?
NULL HYPOTHESIS: The perceived effectiveness of onboarding is not independent of
worker location (in-office versus remote).
RESEARCH HYPOTHESIS: The perceived effectiveness of onboarding is not
independent of worker location (in-office versus remote).
The independent variable is worker location (in-office versus remote).
The dependent variable is The perceived effectiveness of onboarding.
Method
Population and Sample
The purpose of the Method section is to describe the proposed study so it can be
evaluated in terms of ethical considerations and feasibility. There are 5 subsections,
including Sample, Measures, Procedure, and Ethics.
Sample
The first major section of the Method is the Sample, and it has three elements.
In this section, discuss who would participate in this proposal, how many participants
would be included, and how the participants would be selected.
Measures
This section reviews the actual testing instruments used in the study. The
Instruments section would review the reliability and validity of that survey. It can even
include sample items from the survey to help the reader understand the content validity
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and face validity of the instrument. If a copy of the Instrument is available, include it as
an Appendix.
Procedure
The goal of this subsection is to discuss how the study would be conducted.
What information is needed to replicate the study? The Procedure section is similar to
steps… what happens first, (e.g., recruitment), what happens second, (e.g., complete
an informed consent form), what happens third (e.g., assignment to conditions), what
happens fourth (e.g., what surveys do they complete), etc. It is a chronological account
of what happens from the beginning to the end of the study (i.e., everything that the
participant would experience from start to finish).
Ethics
When proposing and carrying out research, it is critical that the researcher
identify any potential ethical concerns. Once these have been identified, the researcher
must address all efforts and actions that will be taken to eliminate or minimize ethical
concerns. Refer to the APA Code of Ethics and any other relevant ethical codes or
guidelines specific to the topic of the proposed study.
Discussion
The discussion includes three subsections. Refer to the Research Proposal
Guide Document for instructions.
Expected Results
What are the expected findings? Connect this section to the research hypothesis.
Suggested Future Research
How could the study and expected findings lead to future research?
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Suggested Future Applications
How could the research findings apply in terms of specific interventions, training,
programs, and so on?
Conclusion
This is the final summary that connects the identified problem to the literature
review and proposed research, and then to the expected outcomes. Bring the reader to
a logical conclusion of the proposed research and expected outcomes. In Module 7, you
will submit the final draft of your research proposal.
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References
Author, A. A., & Author, B. B. (Year). Title of the journal article in sentence case:
Subtitle if given. Name of the Journal in Title Case, volume #(issue #), pagepage. DOI as hyperlink, if available (See note about database sources below)
Author, A. A. (Year, Month Date). Title of the newspaper or magazine article in
sentence case. Name of the Newspaper or Magazine in Title Case, volume
#(issue #), page-page. DOI or URL as hyperlink
Author, A. A. or Group Author. (Date of publication; use n.d. if there is no date). Website
document title italicized and in sentence case. Name of site if different from
author. URL as hyperlink (NOTE: Include a retrieval date if the web page
contents are designed to periodically change: Retrieved September 9, 2020, from
URL)
Author, A. A. (Year). Title of the book in sentence case. Publisher’s Name. If electronic
version, DOI or URL as hyperlink
Appendix
ABBREVIATED TITLE
If a copy of a proposed Instrument is available, include it here.
8
Applying Positive Psychology Interventions to the Workplace
Cheyenne Hennessee
Baker College
October 27th, 2023
Applying Positive Psychology Interventions to the Workplace
The integration of positive psychology interventions in the workplace is an evolving
concept that emphasizes employee well-being and organizational success. This essay explores
key concepts, interconnected relationships, and the various target populations within this
framework.
Positive psychology forms the foundation of this approach, focusing on strengths,
positive emotions, resilience, and factors contributing to a fulfilling life (Donaldson et al., 2019).
Within the workplace, it translates into enhancing employee well-being, satisfaction,
engagement, and productivity (Donaldson et al., 2019). It involves the application of positive
psychology interventions, including gratitude exercises, mindfulness training, and strengthsbased coaching.
Positive psychology in the workplace relies on the establishment of positive leadership
that fosters supportive relationships between leaders and employees. Such leadership promotes
empathy, empowerment, and inspiration. Furthermore, it improves team dynamics by
encouraging trust, collaboration, and positive communication among team members (Donaldson
et al., 2019). A crucial aspect is work-life balance, as employees who can balance work and
personal life are likely to experience greater happiness and well-being. These interconnected
relationships positively influence organizational success as employee well-being correlates with
productivity, creativity, and commitment (Kaplan et al., 2013).
The application of positive psychology interventions in the workplace is inclusive,
benefiting all employees, irrespective of their roles or positions within the organization (Kaplan
et al., 2013). The positive transformation reaches managers and leaders, who, by embracing
positive leadership principles, set examples for their teams. Human resources and organizational
development teams play a pivotal role in designing and implementing well-being programs,
shaping a positive organizational culture. Specific groups, such as new hires, remote workers, or
those facing high stress levels, may receive targeted interventions that cater to their unique
needs.
Applying positive psychology interventions in the workplace is an encompassing
approach that underscores the importance of employee well-being, resonates through positive
relationships and leadership, and is relevant to a diverse set of target populations (Kaplan et al.,
2013). Embracing this approach has the potential to improve workplace satisfaction,
engagement, and ultimately, the organization’s overall success. This essay thus underscores the
significance of positive psychology in the workplace, highlighting the key concepts,
relationships, and the diverse target populations involved in its application.
References
Donaldson, S. I., Lee, J. Y., & Donaldson, S. I. (2019a). The effectiveness of positive
psychology interventions in the workplace: A theory-driven evaluation approach.
Theoretical Approaches to Multi-Cultural Positive Psychological Interventions, 115–159.
https://doi.org/10.1007/978-3-030-20583-6_6
Kaplan, S., Bradley-Geist, J. C., Ahmad, A., Anderson, A., Hargrove, A. K., & Lindsey, A.
(2013). A test of two positive psychology interventions to increase employee well-being.
Journal of Business and Psychology, 29(3), 367–380. https://doi.org/10.1007/s10869-0139319-4
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