The professor was suggesting Wellbeing or Motivation as they may be easier.

Assignment Type: Consultancy Project
Please note that this assignment contains 3 part. This is the first three parts. When this is completed. Hoping that you can do all 3 parts but I have to get this part done first. I get the other parts after this is presented.
Must: Apply Theory to your essay. We must use the following two theories, and pick one from the list below.
Cultural & Change Theory & Leadership theory
We can pick one from the following: Teams, Diversity Equity and Inclusion or
Wellbeing or Motivation.
The professor was suggesting Wellbeing or Motivation as they may be easier.
Start broad, and narrow, lots of examples and reference all the time. Make practical examples also stating the limitations but why you think you have the best solution. Remember you are in business situation. No more than 3 theories it gets too watered down. Everything should have a reference. You want to show that you understand the theory and can apply it to the task below. You are hired as an industrial psychologist brought in to solve the problem.
The Tasks
InTune design is a designer of high-quality innovative homeware and personal products including kitchenware, desk organisers and device accessories with 300 employees. Their head office is based is, Co. Dublin. Ireland where they employ a research, design and development team as well as a back-office department comprised of HR, IT, Quality and Accounting teams. They also have four satellites office dotted across Europe (Paris, Cologne, Madrid and Warsaw) for Sales & Marketing teams of 10-20 employees who drive local language marketing campaigns and manage local retail accounts. Manufacturing and distribution activities are outsourced to external providers.
Given the recent pandemic related restrictions across Europe, remote working or working from home has become common practice among most of the teams at InTune. Post-pandemic, the leadership team are planning to offer the option to continue working remotely to employees where possible. However, while some employees prefer to work from home, some are keen to return to the office. Leaders anticipate that this may result in “hybrid” teams, where some team members work in the office and some work at home. They are concerned about the future impact of hybrid teams and remote work on their organisational culture which they
describe as “a team oriented, all-hands-on-deck approach, in the name of great design”. They are wondering about how to effectively lead and manage these remote employees and hybrid teams. Some managers have said they prefer to have employees on site, with one commenting that choosing to work remotely implies a lack of commitment to the organisation. While there has been no indication of reduced productivity during the pandemic, some managers remain worried about performance among remote employees and have suggested the use of online monitoring tools to ensure employees meet their work commitments and are not “slacking off” during the day.
The leadership team are also seeking clarity on how remote and hybrid teams will function effectively and share knowledge without informal “water cooler” conversations. This is of particular concern among the more creative research, design and development teams who need to work collaboratively. They are also concerned that those who work from home may become “invisible” in the team. Specifically, they suspect that some groups of employees may be more likely to prefer remote work (e.g., disabled employees due to accessibility issues, women with families due to childcare demands) and are keen to ensure that reduced visibility on-site does not impact career progression opportunities for these groups and the future diversity of their leadership team. Finally, they are concerned about some reports that those working from home, while enjoying avoiding the commute, have felt isolated and been working longer hours than usual.
They have engaged you as a consultant organisational psychologist to advise how this change in working arrangements might impact culture, leadership and management styles, how teams function effectively, and employee diversity, wellbeing and motivation. They would like to understand the opportunities and challenges that remote work arrangements and hybrid teams can present for the organisation, management, teams and individual employees. They would also like you to identify some practical steps they can take to optimize remote working and hybrid teams within their organisation.
Task Objectives
1. Produce a report on optimising organisational change
• 2000 words,
These tasks encourage you to show evidence of the following:
• Knowledge of the content of relevant module learning materials and other relevant literature;
• An ability to access relevant information from various sources;
• An ability to work with psychological theory and other relevant information in real-life contexts;
• An ability to extract key information from primary source material and to assess the significance of the material;
• An ability to write concisely and to keep to recommended word limits.
• materials focusing on organisational psychology
• Appropriate wider reading. Source academic journal articles on the topic from the online databases providing access to Psychology journals, reports and books may be accessed through the PsycInfo and PsycArticles and Science Direct databases:
Task instructions
Task 1:
Due to changes in how we work introduced during the pandemic, InTune design expect at least half of its employees to continue working from home indefinitely with the remainder preferring to return to work in the office. As an organisational psychologist what advice would you give the board of directors to manage this organisational change? How will leaders sustain their organisational culture without everyone on-site? Does the culture need to change? How can leaders address resistance to this change among their managers who believe everyone should be on-site? How can leaders manage, support and supervise work of remote employees and ensure they are not treated differently than on-site employees? What supports can be put in place to ensure hybrid and remote teams collaborate effectively? How will
leaders ensure the wellbeing and motivation of employees who are working remotely? How will leaders ensure performance and productivity levels are maintained among both on-site and remote employees?
You are to produce a report clearly stating the role leaders have in guiding subordinates through this organisational change. It is important that you also highlight the importance of leaders guiding the organisation through this change and keeping both management and employees on board. Moreover, leaders need to maintain organisational productivity and therefore need to ensure that motivation levels are high throughout the whole organization

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