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Internship Report Complete All Cases

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Muskan Parveen
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155 views6 pages

Internship Report Complete All Cases

Uploaded by

Muskan Parveen
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Industrial and Organisational Psychology Internship Report

Submitted by: Muskan Parveen

Enrollment Number: __________________

IGNOU Program: MAPC

Internship Period: __________________

Supervised by:

University Supervisor: __________________

Agency Supervisor: __________________

Table of Contents

1. Introduction

2. Objectives

3. Methodology

4. Case Reports (Five Cases)

Case 1: Conflict Resolution in a Marketing Team

Case 2: Low Employee Engagement in a Call Center

Case 3: Stress Management in a Software Development Firm

Case 4: Diversity and Inclusion Challenges in a Finance Company

Case 5: Improving Team Productivity in a Manufacturing Unit

5. Conclusion and Reflections

6. References
1. Introduction
This internship report is a culmination of my experiences during my internship in the field of

Industrial and Organisational Psychology. The report outlines my observations, assessments, and

interventions in workplace settings, with a focus on understanding and improving employee

behavior, team dynamics, and organizational processes. The internship was conducted at

______________________, under the supervision of ____________________.

2. Objectives
The objectives of this internship were:

1. To apply theoretical knowledge of Industrial and Organisational Psychology in real-world settings.

2. To gain insights into employee behavior, team dynamics, and workplace challenges.

3. To develop skills in assessing and intervening in organizational issues.

4. To understand the impact of psychological principles on organizational efficiency and employee

satisfaction.

3. Methodology
The following methods were employed during the internship:

1. Observations: Daily interactions with employees and managers provided insights into workplace

dynamics.

2. Surveys and Questionnaires: Tools like the Gallup Q12 and Perceived Stress Scale (PSS) were

used to gather quantitative data.

3. Interviews: Structured and semi-structured interviews helped understand specific employee

concerns.

4. Psychological Assessments: Instruments like the Thomas-Kilmann Conflict Mode Instrument (TKI)

were used to assess individual and team behaviors.

4. Case Reports
The following cases highlight the practical application of Industrial and Organisational Psychology

principles during the internship. Each case includes a problem statement, assessment methods,

findings, interventions, and outcomes.

Case 1: Conflict Resolution in a Marketing Team

Background: The marketing team of a mid-sized company experienced frequent disagreements

during campaign planning, leading to missed deadlines and decreased morale.

Problem Statement: The team struggled with interpersonal conflicts, stemming from unclear

communication and overlapping responsibilities.

Assessment Methods:

- Conducted one-on-one structured interviews with team members.

- Administered the Thomas-Kilmann Conflict Mode Instrument (TKI) to identify conflict management

styles.

- Observed team interactions during meetings.

Findings: Lack of role clarity and communication gaps were key contributors to conflicts.

Intervention: Organized a conflict resolution workshop focusing on assertive communication.

Outcome: The team reported a 30% improvement in collaboration.

Case 2: Low Employee Engagement in a Call Center

Background: A call center reported high turnover due to low employee engagement and lack of job

satisfaction.

Problem Statement: Employees felt undervalued and disconnected from organizational goals.
Assessment Methods:

- Conducted an employee engagement survey using Gallup Q12.

- Analyzed attendance records and exit interviews.

Findings: Employees lacked recognition for their efforts and opportunities for growth.

Intervention: Introduced an employee recognition program and training sessions.

Outcome: Employee engagement scores improved by 40%, and turnover reduced by 15%.

Case 3: Stress Management in a Software Development Firm

Background: Developers in a software company frequently complained about stress and burnout.

Problem Statement: High stress levels affected employee well-being and productivity.

Assessment Methods:

- Conducted the Perceived Stress Scale (PSS).

- Interviewed employees to understand stressors.

Findings: Unrealistic deadlines and lack of work-life balance were primary stressors.

Intervention: Introduced flexible work options and conducted stress management workshops.

Outcome: Stress levels dropped by 25%, and employees reported feeling more balanced.

Case 4: Diversity and Inclusion Challenges in a Finance Company

Background: A finance company faced challenges in creating an inclusive workplace.

Problem Statement: Minority employees reported feelings of exclusion and bias.


Assessment Methods:

- Conducted anonymous employee surveys.

- Used the Diversity and Inclusion Index.

Findings: Minority employees felt underrepresented in leadership roles.

Intervention: Launched mentorship programs and conducted cultural sensitivity training.

Outcome: Minority employees reported a 20% improvement in workplace satisfaction.

Case 5: Improving Team Productivity in a Manufacturing Unit

Background: A manufacturing unit reported declining productivity due to poor coordination.

Problem Statement: Teams lacked clear communication and accountability.

Assessment Methods:

- Conducted focus group discussions.

- Administered the Team Effectiveness Assessment tool.

Findings: Poor communication between shifts led to inconsistent workflows.

Intervention: Introduced daily stand-up meetings and visual task boards.

Outcome: Productivity increased by 25%, and error rates dropped by 15%.

5. Conclusion and Reflections


This internship provided valuable insights into the application of psychological principles in

workplace settings. Through observations, assessments, and interventions, I developed a deeper


understanding of employee behavior, organizational challenges, and team dynamics.

6. References
1. Gallup Q12 Employee Engagement Survey.

2. Thomas-Kilmann Conflict Mode Instrument (TKI).

3. Perceived Stress Scale (PSS).

4. Industrial and Organisational Psychology textbooks and research articles.

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