Topic: Determining Effectiveness of Phycological Flexibility Interventions and Its
Benefits When Applied in The Modern Workplace
School: University of East London Module Title:
Introduction to Workplace Psychology
Level : M.Sc.
University of East London
Word Count: 2500
Abstract
This systematic review of several independent studies showcases an abundance of data that
substantiates the significance of psychological flexibility. There is an exhaustive number of
studies that cover concepts such as emotional regulation, neuropsychology developmental
psychology, acceptance, and mindfulness which give a deeper perspective into the
relationships and
outcomes of psychological flexibility interventions. Through these studies, we determine that
people have latent abilities to harness and utilize emotions, thought processes, and conduct to
obtain the best-case scenarios in different and often difficult circumstances.
This potential of human ability is the fundamental nature of wellbeing i.e., having the
proficiency to succeed and accomplish goals, despite the uncertainty and unpredictability
faced in day-to-day existence in which change is the standard and not the exemption.
According to Kashdan et al., (2010), several methods of Psychopathology do not include
flexibility methods, making the inclusion it’s an unexploited aspect of any type of
psychological intervention which could potentially help people to become better at living
their daily lives.
This review aims to throw more focus on the need for fresh and contemporary approaches to
behavior analysis, instead of dated practices in organizational psychology(Wiegand &
Geller,2005). There are potential benefits in the inclusion of methods obtained from
Organizational behavior management (OBM) and Acceptance and Commitment Training
(ACTraining )which support a more far-reaching and analytical foundation for developing
well-rounded interventions that foster requirements for achieving long-term job learning and
a more productive and healthier workforce.
Introduction
Psychological flexibility (PF)is contextually described as an individual’s ability to be in touch
with the current moment while being cognizant of one’s feelings and not give in to the urge
of altering those personal experiences or be negatively influenced by them- and if the
circumstances permit, be inclined to alter behavior in other to respect one’s value system.
(Gloster et al., 2011) Persons with high psychological flexibility are usually fixated on the
present or “the now” and are characteristically flexible when handling emotions. (Congleton,
2013) and mainly concerned with realizing important milestones.
Individuals with high psychological flexibility can branch off pre-arranged plans when they
are no longer required for the achievement of set goals. They are also known to be perverse
amid difficulties. A psychologically flexible workforce is a great asset to an organization as
, studies show that Acceptance and Commitment Training (ACTraining )which is responsible
for achieving psychological flexibility, increases performance levels, promotes satisfaction
and positive mental wellbeing, improves the results of training interventions, inspires
innovation, minimizes work-related stressors, burnout, error levels, and absenteeism.
(Flaxman et al., 2013).
According to Moran (2010), Acceptance and Commitment Training (ACTraining) is a data-
driven intervention method designed to boost performance and minimize workplace stress.
The method of intervention was established based on the ACT (Hayes et all., 1999)
cognitive-behavioral theory which has proven successful in treating clinical issues.
Researchers have recorded significant modification to behavior when ACT is applied in
either a clinical or office setting and has been very effective in improving psychological
flexibility.
There are 6 processes in ACTraining that target and help improve psychological flexibility:
Contacting the present moment reverberates with the main idea of mindfulness training which
is a novel concept being utilized in the modern workplace. its entails being agile and present,
and engaging in fruitful tasks at work according to Killingsworth et al., (2010) an individual
may spend close to 50 percent of their day dwelling on things other than what they ought to
be focused on which may not be in under their current control. Research shows that
interventions that include boosting mindfulness keep workers in the present where their
attention is needed to carry out necessary work tasks.
Acceptance skills boost psychological flexibility by coaching employees on the most
appropriate behavior when faced with mental stressors (Hayes et al., 2004) ACTraining,
teaches those personal feelings and emotions will come up in the workplace and are not to be
shied away from. This method encourages that the individual drawing from these feelings and
experiences is more beneficial than suppressing them (Roemer et al., 2001); (Boeschen et al.,
2001); (Polusny et al., 2002).
Diffusion helps to increase psychological flexibility by giving the individual the ability to
study their opinions, views, and beliefs without allowing them to control their actions.
ACTraining intervention help employees discern negative thoughts and encourage them to
get involved in meaningful work despite these mental impediments.
Perspective is the process of ACTraining that encourages workers to objectively observe
negative perceptions of themselves by seeing themselves from a different point of view. This
entails distancing themselves from their positions and roles, feelings, and inclinations and
making them view these as mere experiences and not who they are. This facilitates a more
malleable behavior despite these psychological occurrences.
The values clarification process requires that the worker discover the significance and
importance of their personal decisions. Value is described as the selected trajectory of
activities that the individual sees as important to realizing personal goals. Clarifying values
encouraged workers to cultivate undertakings that can be complemented by the company's
own goal. This marriage of values can act as an incentive to realize goals and persevere when
hurdles are encountered (Moran, 2015).
1|Page
Benefits When Applied in The Modern Workplace
School: University of East London Module Title:
Introduction to Workplace Psychology
Level : M.Sc.
University of East London
Word Count: 2500
Abstract
This systematic review of several independent studies showcases an abundance of data that
substantiates the significance of psychological flexibility. There is an exhaustive number of
studies that cover concepts such as emotional regulation, neuropsychology developmental
psychology, acceptance, and mindfulness which give a deeper perspective into the
relationships and
outcomes of psychological flexibility interventions. Through these studies, we determine that
people have latent abilities to harness and utilize emotions, thought processes, and conduct to
obtain the best-case scenarios in different and often difficult circumstances.
This potential of human ability is the fundamental nature of wellbeing i.e., having the
proficiency to succeed and accomplish goals, despite the uncertainty and unpredictability
faced in day-to-day existence in which change is the standard and not the exemption.
According to Kashdan et al., (2010), several methods of Psychopathology do not include
flexibility methods, making the inclusion it’s an unexploited aspect of any type of
psychological intervention which could potentially help people to become better at living
their daily lives.
This review aims to throw more focus on the need for fresh and contemporary approaches to
behavior analysis, instead of dated practices in organizational psychology(Wiegand &
Geller,2005). There are potential benefits in the inclusion of methods obtained from
Organizational behavior management (OBM) and Acceptance and Commitment Training
(ACTraining )which support a more far-reaching and analytical foundation for developing
well-rounded interventions that foster requirements for achieving long-term job learning and
a more productive and healthier workforce.
Introduction
Psychological flexibility (PF)is contextually described as an individual’s ability to be in touch
with the current moment while being cognizant of one’s feelings and not give in to the urge
of altering those personal experiences or be negatively influenced by them- and if the
circumstances permit, be inclined to alter behavior in other to respect one’s value system.
(Gloster et al., 2011) Persons with high psychological flexibility are usually fixated on the
present or “the now” and are characteristically flexible when handling emotions. (Congleton,
2013) and mainly concerned with realizing important milestones.
Individuals with high psychological flexibility can branch off pre-arranged plans when they
are no longer required for the achievement of set goals. They are also known to be perverse
amid difficulties. A psychologically flexible workforce is a great asset to an organization as
, studies show that Acceptance and Commitment Training (ACTraining )which is responsible
for achieving psychological flexibility, increases performance levels, promotes satisfaction
and positive mental wellbeing, improves the results of training interventions, inspires
innovation, minimizes work-related stressors, burnout, error levels, and absenteeism.
(Flaxman et al., 2013).
According to Moran (2010), Acceptance and Commitment Training (ACTraining) is a data-
driven intervention method designed to boost performance and minimize workplace stress.
The method of intervention was established based on the ACT (Hayes et all., 1999)
cognitive-behavioral theory which has proven successful in treating clinical issues.
Researchers have recorded significant modification to behavior when ACT is applied in
either a clinical or office setting and has been very effective in improving psychological
flexibility.
There are 6 processes in ACTraining that target and help improve psychological flexibility:
Contacting the present moment reverberates with the main idea of mindfulness training which
is a novel concept being utilized in the modern workplace. its entails being agile and present,
and engaging in fruitful tasks at work according to Killingsworth et al., (2010) an individual
may spend close to 50 percent of their day dwelling on things other than what they ought to
be focused on which may not be in under their current control. Research shows that
interventions that include boosting mindfulness keep workers in the present where their
attention is needed to carry out necessary work tasks.
Acceptance skills boost psychological flexibility by coaching employees on the most
appropriate behavior when faced with mental stressors (Hayes et al., 2004) ACTraining,
teaches those personal feelings and emotions will come up in the workplace and are not to be
shied away from. This method encourages that the individual drawing from these feelings and
experiences is more beneficial than suppressing them (Roemer et al., 2001); (Boeschen et al.,
2001); (Polusny et al., 2002).
Diffusion helps to increase psychological flexibility by giving the individual the ability to
study their opinions, views, and beliefs without allowing them to control their actions.
ACTraining intervention help employees discern negative thoughts and encourage them to
get involved in meaningful work despite these mental impediments.
Perspective is the process of ACTraining that encourages workers to objectively observe
negative perceptions of themselves by seeing themselves from a different point of view. This
entails distancing themselves from their positions and roles, feelings, and inclinations and
making them view these as mere experiences and not who they are. This facilitates a more
malleable behavior despite these psychological occurrences.
The values clarification process requires that the worker discover the significance and
importance of their personal decisions. Value is described as the selected trajectory of
activities that the individual sees as important to realizing personal goals. Clarifying values
encouraged workers to cultivate undertakings that can be complemented by the company's
own goal. This marriage of values can act as an incentive to realize goals and persevere when
hurdles are encountered (Moran, 2015).
1|Page
