Experiencing Work: A Person-Centric Approach in Work Psychology

This article discusses the person-centric approach in work psychology, including its strengths and weaknesses, implications for organizational practice, and basic therapeutic strategies. It also reviews relevant studies and literature on the topic.

Person centric approach

Table of Contents
Person centric approach...............................................................................................................1
(1) introduce person-centric work psychology in a concise manner...........................................3
(2) In the first main section of the coursework (~500 words), students need to review strengths
as well as shortcomings of a person-centric perspective in work psychology.............................3
(3) the implications of person-centric work psychology for organisational practice..................4
(4) outlining and explaining their view on person-centric work psychology..............................5

(1) introduce person-centric work psychology in a concise manner.
The person-centred approach, developed in the 1950s by psychologist Carl Rogers, regards
human beings as containing an inbuilt capacity to form to their greatest potential. Specific life
circumstances, mainly those that affect our feeling of worth, might, therefore, obstruct or warp
this function. In this method, the therapist tries to comprehend an individual's experience from
their point of view. While attempting to be transparent and authentic, the therapist must
positively value the client as a person in all areas of their humanity. This is critical in assisting
the client in feeling accepted and better understanding their own emotions. The technique can
assist the client in reconnecting with their own values and feeling of self-worth, allowing them to
determine their own path to progress and forward. Low self-esteem, a lack of self-reliance, and a
lack of receptivity to new experiences are all issues that can hinder a person's ability to thrive.
Because the person-centred approach recognises that a person's social environment and personal
interactions have a significant impact on these, therapy is provided in a neutral and positive
environment from which a client should feel safe, authentic, and receptive to knowing about
them.
This psychological environment is one in which a person does not feel threatened physically or
emotionally. There are three conditions that are thought to aid in creating this milieu, especially
in the therapy room.
 Genuineness: The therapist must be entirely honest.
 Empathy: The therapist must make an effort to comprehend the client's situation.
 Unconditional positive regard: The therapist must be nonjudgmental and appreciative of
the patient.
(2) In the first main section of the coursework (~500 words), students need to review strengths as
well as shortcomings of a person-centric perspective in work psychology.

Strength - Counseling is a personal contact between the client and the therapist, which makes the
person-centered approach effective. It contributes to the client's well-being, which helps to solve
their difficulties. This treatment encourages the client to be honest about themselves and
empowers them to handle their own problems. It allows the client to exercise self-direction by
letting them to arrange their own sessions and take charge of the therapy. Therapists give the
client the upper hand and do not regard themselves as experts, but rather as a reassuring hand. It
allows them to demonstrate their loving character by being nonjudgmental and empathising with
the client, regardless of their odd behaviour or rigid thought habits (Gross, 2010). Self
actualisation, according to Maslow (1970), assists the client in focusing solely on themselves and
guiding decision-making for growth and development into an honest, selfless, and autonomous
individual.
Weakness - On the downside, the client is not tested by or able to participate in a contest to
discover or confidence in their ability. It denies the outlet to communicate an opinion or provide
suggestions that could be beneficial. The therapist is unable to challenge anything, even when
they are concerned, because everything is too simple and straightforward. Even while the
psychiatrist adheres to the moral guidelines of their professional, which provides them with
instructions concerning their limitations, the therapy does not provide an organizing framework
to the client, making it difficult for client to advance and find answers. The technique has been
around since the 1960s, but there isn't any study or modern theory to back it up. In addition, no
strategies like as questioning or clarification are used in this approach. In contrast to crisis
intervention, which provides assistance when a service user is confronted with a difficulty
(Adam et al, 2009), person-centered therapists are not permitted to provide assistance. By
assessing the problem and developing a plan to provide aid as well as speaking, the practitioner
can improve a person de-stress and modify their attitude. According to Adams et al. (2009),
crisis intervention makes people in crisis healthier and more capable of dealing with threats, as
well as assisting them with self-development.
(3) the implications of person-centric work psychology for organisational practice.
Employees will be more loyal to the organization because they're the centre of attention and
believe that their needs and concerns are more vital to their politicians than company profits;

they will know that their needs and requirements will be resolved, even if they cannot always be
met, and that they will be given the attention, info, and equipment they need to find success and
collude with others.
 When mangers of a people-centric organisation arrive at work, they prioritise the needs of
the employee, effectively practising servant leadership and demonstrating excellent
communication and interpersonal skills, which leads to improved internal and external
communications and relationships.
 When workforce are valued and committed to and engaged with an organisation, they
will take part in positive and effective correspondence and have far more beneficial
customer engagement, as they will speak up to solve consumer problems and will
prioritise their customers, adhering to their group's people-centric mentality.
 When your employees are engaged and productive, and your customers are happy, your
business will make more money and be able to expand.
 Satisfied consumers and organisational success will follow if you put your people first.
More information on how to create and support a people-centric workplace will be
provided in tomorrow's column.
 Person-centered therapy can be used to address depression and anxiety, among other
mental health issues. Multiple large-scale studies have underlined the benefits of person-
centered strategies in patients with mild-moderate (and, in some cases, severe) symptoms
since the approach's inception. However, it is unknown whether this technique will result
in long-term change.
(4) outlining and explaining their view on person-centric work psychology.
To do this, four basic person-centered therapeutic strategies are used:
 Congruence - During your contacts with the therapist, the therapist must be authentic,
honest, open, and sincere. Roger considered that putting on a professional front would
obstruct the client's therapy.
 Empathy - your counsellor will try to understand and empathise with your experiences. In
this case, he or she will not be objective, and they may respond with genuine emotion and
feeling.

 Unconditional positive regard — in person-centered therapy, the counsellor must always
be nonjudgmental, regardless of the situation.
 Self-concept is crucial since your perception of yourself may differ from reality. Person-
centered therapy teaches you how to re-evaluate and realign your self-perception.

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