IO Psychology Consultancy Service Report: Incredible Sports Gear

This Industrial-Organizational Psychology Consultancy Service Report details a consulting project for Incredible Sports Gear, addressing the implementation of change management strategies. The report begins with action plans to monitor implemented changes, including stakeholder involvement and expert oversight. It then provides recommendations for locations that did not fully adopt the changes, emphasizing the need for tailored support and leadership development. The report discusses providing support to locations with optimal changes, focusing on leadership styles and employee recruitment. Key issues arising from the implemented changes, such as leadership style shifts and recruitment challenges, are identified. The report suggests ways to address these issues, including recruiting experienced leaders and talented individuals, and how to parlay these issues for future project development. The report concludes by emphasizing the importance of change management theories for future organizational development and the use of external factors for analysis. The report provides a comprehensive overview of the consultancy process, highlighting both successes and areas for improvement.

Running head: PSYCHOLOGY
Psychology
Name of the student
Name of the university
Author Note

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Table of Contents
Action plans to monitor the changes..........................................................................................2
Recommendations for locations for not being able to enact completely...................................3
Providing support to locations that have optimal changes.........................................................4
Issues resulted from courses of actions......................................................................................5
Ways to address these issues......................................................................................................6
Ways to parlay the new identified issues for the future.............................................................6
Reference....................................................................................................................................8

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Action plans to monitor the changes
The action plans that can be implemented in order to monitor the changes that include
hiring of an expert so that any changes that are maintained at Incredible Sports Gear are
scrutinised and monitored in a perfect manner. For example, one of the changes that have
been implemented includes the planning of a desired process that can be used for the
developing the confidence among the people. As stated by Hayes (2018) the marketing needs
to be done in a manner that helps in reaching the people involved in trying to understand the
urgency of the situation that exists. In this regard, it can be said that such a change can be
identified and monitored for maintaining the infidelity by understanding the manner in which
stakeholders can be involved.
According to Doppelt (2017), stakeholder involvement is important as it helps in
maintaining a proper process of an organisation with a view on the relationship that exists
with each of the stakeholders involved. For Incredible Sports Gear, it is necessary that the
stakeholders involved be monitored as the company is one of the interested parties of Stone
Solutions LLC. Therefore, it can be said that for continuing with the fidelity of the
stakeholders, it is necessary that Incredible Sports Gear analyse ways by which participants
can continue with the development of its business stature.
Hence, as stated by Cameron and Green (2015) a determinant action plan needs to be
taken into consideration so that advertising, consultancy process as well as dissemination of
information can take place to understand the application. Therefore, it can be said that for
Incredible Sports Gear the action plan can be used to consider recent application for business
deals.

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Recommendations for locations for not being able to enact completely
The recommendations have not been able to be provided to each location over time.
In this regard, it can be said that for locations in which such recommendations were a miss,
the problem was the fact that it did not provide any types of support for the individuals to
work in an independent manner. According to Hornstein (2015), the biggest difference being
that members who had been hired for different departments needed to understand the
differences that exist in each of the locations. Hence, steps needed to be taken into
consideration for finding the gaps and identifying the challenges that exist in the locations. In
this regard, it can be said that recommendations in the form of identifying ideological values
and organisational leadership can be taken into consideration.
At the same time, in the words of Lozano, Nummert and Ceulemans (2016) it is
necessary to understand the development of the locations so that proper analysis can be made
to understand the different types of leadership that exists. In this regard, it can be said that in
locations that have not been provided with the change in leadership, it is recommended that
satisfactory services be implemented so that the people can be convinced about the
development of beneficiary costs.
Along with this, Cook (2015) pointed out that it is necessary that a proper
understanding of the changes that are to be implemented take place so that the new locations
without the recommendations can be used for good effects. Thus, it can be said that people in
the new locations be provided with the required training facilities so that they can continue
with the progress of the organisation. Hence, it can be said that for an effective development
of the location, development of organisational leadership is essential.

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Providing support to locations that have optimal changes
The support to locations that can be provided for optimal changes include
understanding the manner in which department the changes need to take place. Therefore,
Morin et al. (2017) stated that it could be said that for the proper development of the
locations, a company like Incredible Sports Gear need to understand the leadership that is
required to be implemented. At the same time, understanding the requirements of the people
also need to be taken into consideration so that Incredible Sports Gear can understand the
challenges that are required to take place.
Thus, it can be said that Incredible Sports Gear need to change its leadership style in
these locations and hire more employees so that the recruitment made can provide support to
the existing structure that exists in the locations. According to Steigenberger (2015), the
optimal changes need to be involved by identifying the degree of change that exists in the
location. Therefore, the gap that exists can be identified to analyse the dedication level that
exists in the location. In this regard, it can be said that optimal changes in these locations can
be used to identify the cultural and values that exists for Incredible Sports Gear so that the
company can develop itself in the market.
Therefore, it can be said that for Incredible Sports Gear the location in which the
recommendations have not been implemented can be provided with minimum changes that
may hinder the progress of its work. At the same time, Altamony et al. (2016) is of the
opinion that operational activities need to be based on the changes in the leadership attributes
so that development of the action plans for personnel timelines can be met. Hence, these
changes can be worked out to provide Incredible Sports Gear with the necessary support
needed for its development in the market.

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Issues resulted from courses of actions
The issues related from different courses of actions include understanding the manner
in which leadership and change management can be developed. It can be difficult for an
organisation like Incredible Sports Gear to understand the manner in which development of
the company can take place taking into consideration the leadership styles that exist. In this
regard, it is necessary to maintain an account of the factors that may lead to the development
of issues within the workplace. According to Ewenstein, Smith and Sologar (2015), one such
issue that resulted from the sudden changes implemented is that of leadership. The switch
from democratic to the authoritative leadership style has been influential in trying to
understand the manner in which Incredible Sports Gear can continue with their time in the
market.
At the same time, understanding the development of the market places can help to
identify the development of factors necessary for proper leadership. Thus, it can be said that
for the development of a proper market scenario, Incredible Sports Gear need to analyse the
market in which they are involved and ensure that development of the leadership styles.
Along with this, another issue that was seen is the recruitment issue. As stated by Ceulemans,
Lozano and Alonso-Almeida (2015) the recruitment issue can be considered as a manner in
which Incredible Sports Gear can enhance its reputation in the business.
For this reason, it is necessary that the company identify the members that are
required for the analysis of the leadership styles and pursue a proper career within the
business organisation. Thus, apart from this, Incredible Sports Gear have faced issues
regarding the positioning since establishing a proper location in the market have been
challenging for the company. Overall, it can be said that Incredible Sports Gear has been
involved in severe issues related to the recommendations.

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Ways to address these issues
The ways by which these issues can be addressed can be considered in terms of the
recommendations provided to Incredible Sports Gear. It is necessary that in terms of the
leadership issue, the company manage to find out and recruit employees that are experienced
in leadership so that they can start to develop a competency in an organisation. At the same
time, it can be said that Incredible Sports Gear need to recruit talented individuals so that they
can contribute heavily for the development of the organisation.
Therefore, it can be said that such ways to address the issue can help in the
development as well as progress of the company. Stark (2015) is of the opinion that from the
point of view of the IO, it is necessary to understand the manner in which talented individuals
can be roped in for solving the issue. The requirement is to continue with the improvement of
the leadership style and implement changes that are required for the organisation. According
to Fernandez and Rainey (2017), change implementation based on the suitability of
Incredible Sports Gear may not help in the development of the company.
Thus, in this regard, it can be said that for the development of Incredible Sports Gear
the psychology of the people need to be taken into account and at the same time continue
with the development of the organisation. Thus, from the words of Hayes (2018), it can be
said that for Incredible Sports Gear the development of the issues need to be based on the
manner in which the company can continue to recruit talented employees to suit their
requirements and implement changes based on the necessity of the company.
Ways to parlay the new identified issues for the future
The ways that can be undertaken for parlaying with the issues for the future
development of projects can be attributed to the manner in which it can be taken for
consideration and for analysis in the coming future. According to Samuel, Found and

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Williams (2015), it is necessary that Incredible Sports Gear identify the issues that exist with
the development of the scenarios so that proper recommendation can be made. At the same
time, it is also necessary that in the future undertaking such change management segment can
provide an analysis of the factors that may help in the development of change.
Thus, it can be said that in the future implementation of future recommendations can
be made by applying various change management theories. Fernandez and Rainey (2017) is
of the opinion that these change management theories can be accountable for understanding
the manner in which development can take place within an organisation in a subtle manner.
This can be accounted for the development of benefits, which in turn can contribute for
encouraging future leadership programmes.
Therefore, in the future it is recommended that operations based on the analysis of the
external factors be taken into consideration so that a company like Incredible Sports Gear can
understand the development of its practises. Thus, it can be said that for Incredible Sports
Gear and for the future of change management the development of organisations, it is
necessary to use theories for change management.

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Reference
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change management strategy and successful enterprise resource planning (ERP)
implementations: A theoretical perspective. International Journal of Business
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Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Ceulemans, K., Lozano, R., & Alonso-Almeida, M. (2015). Sustainability reporting in higher
education: Interconnecting the reporting process and organisational change
management for sustainability. Sustainability, 7(7), 8881-8903.
Cook, N. D. (2015). Crisis management strategy: Competition and change in modern
enterprises. Routledge.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Ewenstein, B., Smith, W., & Sologar, A. (2015). Changing change management. McKinsey
Digital, 1-4.
Fernandez, S., & Rainey, H. G. (2017). Managing successful organizational change in the
public sector. In Debating Public Administration (pp. 7-26). Routledge.
Hayes, J. (2018). The theory and practice of change management. Palgrave.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.

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Lozano, R., Nummert, B., & Ceulemans, K. (2016). Elucidating the relationship between
sustainability reporting and organisational change management for
sustainability. Journal of cleaner production, 125, 168-188.
Morin, A. J., Meyer, J. P., Bélanger, É., Boudrias, J. S., Gagné, M., & Parker, P. D. (2016).
Longitudinal associations between employees’ beliefs about the quality of the change
management process, affective commitment to change and psychological
empowerment. Human Relations, 69(3), 839-867.
Samuel, D., Found, P., & Williams, S. J. (2015). How did the publication of the book The
Machine That Changed The World change management thinking? Exploring 25 years
of lean literature. International Journal of Operations & Production
Management, 35(10), 1386-1407.
Stark, J. (2015). Product lifecycle management. In Product lifecycle management (Volume
1) (pp. 1-29). Springer, Cham.
Steigenberger, N. (2015). Emotions in sensemaking: a change management
perspective. Journal of Organizational Change Management, 28(3), 432-451.