The psychodynamic approach covers all the theories in psychology that see human functioning based upon the interaction of drives and forces within the person, particularly unconscious, and between the different structures of the personality (McLeod, S. A. 2007) How could this approach be implemented in today’s business world?
Even if one would narrow down the definition to be based on one theory, such as Carl Jung’s asking the questions need to address the four dimensions would quickly open up an issue of legality because the questions could be taken out of context and seem improper. When you consider Maccoby’s approach and the questions that would need to be address to answer the paternal authority and maternal nurturer, all I can picture is lawyers lining up to take cases for violating the employees civil rights.
This is what I pictured when thinking of all the multiple questions that would need to be answered for someone to analyze the five important concepts within the psychodynamic approach: family origin, maturation or individuation, dependence or independence, regression and the shadow self and archetypes (PSU World Campus n.d.). If this were to be implemented, employers concerns would not be with which theory was used but the legal fees that came with it.
Currently there are many questions an employer cannot ask employees because they will lead to lawsuits. Questions as innocent as where were you born and are you married already have legal consequences associated with violate ones civil rights. If these questions can’t be asked now imagine trying to have an employee answer questions in regards to their childhood, how their parents interacted with them and made them feel.
When considering what all would be involved in analyzing the questions, this is what I pictured.
While this approach is intended to pursue personal growth and lead to a better understanding between the leader and followers (PSU World Campus n.d.) it would be impossible to implement due to the controversy that would surround not only the questions but also the amylases. This process would not be a business necessity and could be viewed by many as a violation of one’s Civil Rights. The questions could be seen by some as a screening device to eliminate person that didn’t follow that organizations same beliefs. While understanding what make a great leader is important to all organization, it would not be as important as paying legal fees based on what could be discrimination lawsuits. This I believe this approach is no longer viewed as practical. Implementation of the Psychodynamic Approach in today’s business world would simply be asking for a LAWSUIT!
References:
McLeod, S. A. (2007). Psychodynamic Approach in Psychology. Retrieved from http://www.simplypsychology.org/psychodynamic.html
Northouse, P. G. (2013). Leadership: Theory and Practice. Los Angeles, California: Sage Publications.
PSU World Campus. (n.d.). Lesson 3: Psychodynamic Approach Lecture Retrieved from https://courses.worldcampus.psu.edu/sp13/psych485/001/content/03_lesson/printlesson.html
McLeod, S. A. (2007). Psychodynamic Approach in Psychology. Retrieved from http://www.simplypsychology.org/psychodynamic.html
Thornberry ,Suzanne (2007) Steer clear of these 10 illegal job interview questions. Retrieved from http://www.techrepublic.com/blog/10things/steer-clear-of-these-10-illegal-job-interview-questions/229
JENNA MARIE DUMKE says
Stephanie,
Thank you for drawing my attention to some of the drawbacks of the psychodynamic approach. Although, I realized that the psychodynamic approach lends its hand to figuring out some helpful information about an individual, I failed to see how it would be hard to apply in the business world or when searching for leadership candidates.
I easily saw how determining familial information about a person could be helpful in determining why a person behaved a certain way. I imagined two friends exchanging information, or a patient and doctor participating in some sort of discourse where this information would be shared. However, I failed to analyze the situation in a business context and definitely agree with you that an organization digging for this information would be unconstitutional.
There is already a long list of questions outlawed from being asked during the interview process and without asking questions of this sort it would be impossible for a recruiter to find details exposing a candidates upbringing or family situation. Thanks for you insight!
Jenna
References:
McLeod, S. A. (2007). Psychodynamic Approach in Psychology. Retrieved from http://www.simplypsychology.org/psychodynamic.html
Northouse, P. G. (2013). Leadership: Theory and Practice. Los Angeles, California: Sage Publications.
PSU World Campus. (n.d.). Lesson 3: Psychodynamic Approach Lecture Retrieved from https://courses.worldcampus.psu.edu/sp13/psych485/001/content/03_lesson/printlesson.html
McLeod, S. A. (2007). Psychodynamic Approach in Psychology. Retrieved from http://www.simplypsychology.org/psychodynamic.html
Thornberry ,Suzanne (2007) Steer clear of these 10 illegal job interview questions. Retrieved from http://www.techrepublic.com/blog/10things/steer-clear-of-these-10-illegal-job-interview-questions/229