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The brighter side effects: Identification and attainment

Published online by Cambridge University Press:  29 March 2022

Nishka Khoobchandani ,
Shania Sharma ,
Alicia S. Davis Open the ORCID record for Alicia S. Davis [Opens in a new window]  and
Jennifer Feitosa Open the ORCID record for Jennifer Feitosa [Opens in a new window]
Nishka Khoobchandani
Affiliation:
Claremont McKenna College
Shania Sharma
Affiliation:
Claremont McKenna College
Alicia S. Davis
Affiliation:
Claremont Graduate University
Jennifer Feitosa*
Affiliation:
Claremont McKenna College
*
*Corresponding author. Email: jfeitosa@cmc.edu
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Abstract

Organizations that are becoming more diverse and relying on teams to achieve performance outcomes often employ organizational interventions to deliver these outcomes. Although some negative or null side effects have been demonstrated related to these interventions, we argue that many positive side effects are often not captured or are disregarded and warrant further attention. Using examples from the training literature, we provide evidence for positive side effects of organizational interventions. We also identify lapses in the field’s approach to the measurement of the effects of organizational interventions and how this prevents our attempts to improve these interventions to create better and more holistic outcomes for employees and organizations. We suggest opportunities to improve interventions that can be applied in our diverse workplaces.

Keywords

organizational interventionstrainingdiversityteamwork
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 15 , Issue 1 , March 2022 , pp. 126 - 129
Copyright
© The Author(s), 2022. Published by Cambridge University Press on behalf of the Society for Industrial and Organizational Psychology

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