EMPLOYING THE PSYCHODYNAMIC APPROACH

Employing the Psychodynamic ApproachNameInstitutionInstructorCourseDate Employing the Psychodynamic ApproachIndividuals’ preconceived notions are opinions expressed without adequate evidence while prejudice is prejudgments towards individuals based on the person’s ethnic background or association. On the other hand, biased interpretations of other people’s cultures are judgments based on one’s cultural background due to an inadequate understanding of other cultures (Northouse, 2015). These aspects can lead to stereotyping, harassment, and discrimination in the workplace resulting in conflicts between employees. This can lead to mental and psychological issues on the affected individuals leading to a low productivity that may affect the achievement of organizational goals (Northouse, 2015).Prejudice and negative interpretations of other cultures may also push individuals to engage in harmful behaviors such as alcohol and substance abuse and affect interaction among employees leading to a communication breakdown. In effective communication affects collaboration in the workplace that is important in achieving organizational goals (Northouse, 2015). Nurse leaders can employ the psychodynamic approach to help the employees to get along with each other and work better together by changing their negative perceptions and attitudes to accommodate other cultures and prevent some of the negative effects associated with these aspects (Nilsen, 2015). One way that a nurse leader can employ the psychodynamic approach is by improving communication in the working environment which enhances interaction among employees. This allows members from diverse cultural backgrounds to interact and understand other cultures minimizing any prejudice and biased interpretations (Nilsen, 2015). A nurse leader can also create a conducive environment through cultural awareness where individuals understand how their own perceptions and values may contribute to bias on other individuals from different cultures (Nilsen, 2015). This also provides employees with an opportunity to learn how their behaviors and presumed judgments negatively impact other employees from other cultural backgrounds. This will lead to a collaborative decision-making where employees from diverse cultures are able to interact with one another and make effective decisions to improve the performance of the organization (Nilsen, 2015).ReferencesNilsen, P. (2015). Making sense of implementation theories, models, and frameworks. Implementation Science, 10(53). doi:10.1186/s13012-015-0242-0 Northouse, P. G. (2015). Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: Sage.