ISLA IPGT 23827

Applied Intervention Project

• ApresentaçãoPresentation

  This unit is part of the PG in Social and Organizational Psychology and aims to apply scientific knowledge to real or simulated organizational contexts. It focuses on diagnosis, intervention, and evaluation, promoting sustainable change in areas such as leadership, well-being, diversity, and organizational culture. It connects with other PG modules, consolidating consulting and strategic planning skills based on empirical evidence and practical impact.
• ProgramaProgramme

  Distinction between scientific research and organizational intervention Identification and description of organizational problem situations Diagnostic methodologies (quantitative and qualitative) Causal analysis techniques (Ishikawa, 5 Whys, Pareto) Organizational validation and stakeholder engagement Evidence-based proposal development Strategic planning and SMART objectives Implementation and evaluation of interventions  Critical reflection on process and practical contributions
• ObjectivosObjectives

  By the end of the course, students will be able to apply evidence-based organizational diagnostic methods, formulate relevant problem situations, develop intervention proposals aligned with organizational psychology theories and models, and evaluate the impact of implemented solutions. They will also be able to integrate knowledge from PG modules, communicate with stakeholders, and act as strategic consultants in real or simulated contexts.
• BibliografiaBibliography

  Diogo, A., Joaquim, A. F. V. L., & Vaz de Almeida, C. (Eds.). (2025). Rethinking literacy in the era of sustainability and artificial intelligence. IGI Global. https://doi.org/10.4018/979-8-3373-0725-1 Nielsen, K., & Miraglia, M. (2017). What works for whom in organizational interventions? Journal of Organizational Effectiveness: People and Performance, 4(3), 182–196.  Rousseau, D. M. (Ed.). (2020). The Oxford handbook of evidence-based management. Oxford University Press. Kotter, J. P. (2012). Leading change. Harvard Business Review Press. Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the Job Demands-Resources Model. In A. B. Bakker (Ed.), Advances in Positive Organizational Psychology (Vol. 1, pp. 1–24). Emerald.
• MetodologiaMethodology

  The course uses active, student-centered methodologies such as project-based learning, organizational simulations, role-playing, real case analysis, and collaborative solution design. It follows the 3A methodology (Awaken, Align, Accelerate) as a guiding framework, fostering critical thinking, theory-practice integration, and consulting skills. The process includes continuous feedback, self-assessment, and stakeholder engagement in real or simulated contexts.
• LínguaLanguage

  Português
• TipoType

  Anual
• ECTS

  3
• NaturezaNature

  Mandatory
• EstágioInternship

  Não
• AvaliaçãoEvaluation

  Descrição dos instrumentos de avaliação (individuais e de grupo) ¿ testes, trabalhos práticos, relatórios, projetos... respetivas datas de entrega/apresentação... e ponderação na nota final.

  Exemplo:

  Descrição	Data limite	Ponderação
  Trabalho Individual	20-07-2026	100%

  A avaliação é realizada através da proposta de implementação de um Projeto de Intervenção Aplicado (PIA), desenvolvido pelas estudantes em contexto real (local de trabalho ou empresa própria) ou simulado (empresa fictícia). O projeto deve seguir a metodologia 3A (Awaken, Align, Accelerate), evidenciar diagnóstico empírico, fundamentação teórica e plano de intervenção com indicadores de impacto. Os critérios incluem relevância da situação-problema, rigor metodológico, coerência teórico-prática e qualidade da apresentação final.