Final consolidated paper (all sections), including summary/conclusions

Discussion

Each week, you’ll have to post on at least three separate days to the Discussion.  Each post should be of a high quality.  Your first post should be by Wednesday.

Be sure to select the Discussion page to the left and respond to the following question:

(2c) Now that you have completed your reading, consider your understanding of transformational change. Discuss what you have learned with your classmates. Respond to all of the following prompts:

  • Evaluate under what conditions transformational change would be necessary.
  • How would an OD practitioner attempt to change an organization’s culture?
  • Evaluate how integrated strategic change differs from traditional strategic planning and traditional planned organization change.

Course Project

Milestone Four

(2b) For your course project work this week, consider what you have learned throughout the course about organizational development and change. Use that knowledge to complete Milestone Four, the final milestone of your course project.

Final consolidated paper (all sections), including summary/conclusions

  • Make sure to include any corrections or feedback your instructor has given you on previous components of the course project.
  • The final paper should be no fewer than 8-10 page(s) in length.
  • No fewer than three to five peer-reviewed journal articles are required. Reference all sources using APA format. For guidance using APA format, please contact your instructor.

 

Week-1 

 

MAN 5285

 

 

 

 

 

Development and Change

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Description of the organization

 

Multiplex organization is one organization I would like to be employed in, especially in the future. Specific reasons contributeto my desire of working in such an organization. Multiplex organization deals with the recruitment of persons into different sectors of the market. The main aim is to link job seekers with employment opportunities, for the sake of improvement of basic standards of living and life in general. This is a unique venture, considering that the organization makes maximum profits and that at the same time, gives back to the community. Multiplex organization has branches in more than 20 countries, with more than 2000 employees in different branches. The concern and embracement of maximum corporate social responsibility is what has led to its formation and development.

 

To a large extent, the company benefits the community, through provision of job opportunities to the members and the surrounding environment as well. Multiplex organization values its employees, and also, gives credit to the recommended workers in different institutions. Recruitments and evaluations are however, first performed by the agency for quality verification purposes.  This shows how much good public image is desired by the organization (Jane, 2013).  Effectiveness in management and personnel interactions is highly emphasized on, for the purpose of profitability and competitive advantage. One major problem is experienced at multiplex, which should be effectively and promptly handled to maximize effectiveness and its efficiency in the industry.

 

Problem identification

 

Many organizations have different problems (Michael, 2005). The major issue in question is how the problem is handled and more so, the effectiveness in measures implemented to correctly get rid of an issue leading to under productivity or a decrease in organization efficiency. Multiplex organization has been underperforming in the past years, due to the lack of team work and cooperation from employees and other stakeholders. This is a major factor desired by all entities for the set objectives to be met. Lack of team work and cooperation is the major problem in the organization. This has been accelerated by lack of professionalism and more so, increased conflicts of interest in the line of duty.

 

In all entities, it is important for personnel goals to be clearly defined. There is a need for the alignment of strategic organization goals with the goals of the employees and managerial staff. Cooperation stems out of different factors, such as communication, participative management and personnel involvement. This problem has been attributed to the imposition of decisions on personnel, rather than engaging in dialogue. As a result, resistance is a consistent aspect and this has led to a big decrease in productivity. Competitive advantage and profitability cannot be realized in such a situation.Just as other institutions, considering that the problem has been identified and the cause of the problem, multiplex organization should ensure that strategic plans are developed to ensure that their implementation is done in systematic and professional manner. Team work is a major component contributing to organization effectiveness. Therefore, its absence should not be embraced. Management needs to consider that employees should be part of decision making as they are relied on for the implementation of set rules. Organization code of conduct should as well be strictly adhered to by all employees (Michael, 2005). This way, the problem at multiplex organization is bound to be effective solved, as well as the factors leading to its occurrence in the entity.

References

 

Michael, H. (2005). Diagnosing organizations: Methods, Models and Processes. London:Cengage learning

 

Grivas, C., & Puccio, G. J. (2012). The innovative team: Unleashing creative potential for            breakthrough results. Retrieved from http://www.vitalsource.com/Pages/home.aspx

 

Jane, G. (2013). Diagnosing Organizations. New York: John Wiley and sons

Week -4-

 

Collecting and Analyzing Diagnostic Information

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Organization and problem being faced

Spring Corporation is a diaper delivery company. The company was formed in January 2015, and it is growing at a very fast pace. It has headquartered in California but is now two branches in Thurmont and Manhattan.  Spring has currently employed a total of 150 employees. Whoever said cloth diapers are not convenient was very wrong. Spring Corp. carried out some functions when it comes to this service, such as diaper wrapping, replacing awkward pins, picking up and delivering of the dirty work out of diapers.

This organization has grown at a fast in the past, but currently there is stagnation when it comes to the growth rate. The customer base has not gone up for a long time, and this has brought a lot of concern to various stakeholders of this company. The management of spring is now under a lot of pressure. They have to look for ways of dealing the problem the organization is facing. There have been some complaints from various customers and employees of Spring Corporation.

Diagnostic tools

 

Below are diagnostic tools that are going to be used so as to understand the problem being faced by the company?

Stakeholders – these are mostly individuals or organizations that are affected by this Spring Corporation (Hooley, Cox, & Shipley, 2015). The solution to the problem facing the company will positively impact these individuals. Decision makers and other close to the organization, such as employees are very important to identify.

Facts and data – this will entail getting information from trusted sources and experts. These individuals can be interviewed. Observed events, present of past can also be essential during this state. The observed events can be reported or personally observed.

Boundaries – this part will involve looking at constrains or boundaries when it comes to this issue of stagnation in growth. It is important to do this because constrains themselves may be the problem.

Opinions and assumptions – there is always the opinion of various parties. Considering the opinion of these groups will be important. The truth in the opinion should be taken into consideration.

 

Data to collect and assessment method

 

Some of the data to be collected are:

 

           Whether employees are enough in the organization

 

           Are the skills of the workers adequate?

 

           Are there workers in the company who are considered as not helpful

 

           Is the power structure of the company supportive?

 

           Is the power structure responding to some listening and acting on some of the problems raised by other employees in the organizationlooking at the data that is to be collected, it is clear that the effective data analysis tool will be qualitative tools. There are two qualitative tools that are going to be used so as to gather information based on the questions to be addressed. The two tools are personal interviews and use of questionnaires (Lampard & Pole, 2015). When it comes to the use of questionnaires, various stakeholders will be sent questionnaires. Responses from the questionnaires will help tell some of the problems in the company. Various individuals among them customers, company employees, top management, will the interviewed. The interview will be based on the data that is to be collected. A large sample group will be chosen so as to increase the accuracy of the research (Weibel & Elias, 2012). Accuracy is very important since it will make it very easy to come up with a solution to the problem.

 

 

Week-5-

 

 

                                  Proposed Organizational Development Strategies

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

                In the recent years, the need to adopt effective organizational development strategies has become prominent in the operations of most business organizations. Proper developmental strategies have a great impact on the activities of businesses since it ensures the implementation of policies and achievement of goals and objectives. This paper examines various organizational strategies and the evaluation plan for that can be used for the proposed intervention in an organization.

 

There are various strategies that organizational development plan can adopt. For example:

 

i)    Problem identification

 

            This is the first strategy in the process of organizational development. There is a need to identify the source of the problem that is hindering the operations of a business. According to Cummings and Worley (2008), organizational problems can arise due to poor management, the poor relationship between the organization and the clients, the production of low-quality goods and services or the presence of unskilled labor force. When the problem has been identified, the organization can, therefore, initiate an intervention process.

 

ii)    Planning and undertaking necessary actions

 

              After the problem has been identified, the next step is to develop a plan on how to solve the problem. Necessary actions that can be done to ensure that the problem is minimized or eliminated at all are undertaken at this stage. For example, the organization can decide to restructure the management if the problem was due to poor leadership.

 

iii)    Negotiating for change

 

           The next step that the organization will take is changes negotiation. Measures are taken to ensure that there is a change in the operation of the organization. This stage is crucial since it makes the organization to adopt various measures that will allow a smooth transition.

 

            Negotiating for change can also make the organization to adopt a new structure of leadership especially if the problem was coming from the senior managers.

 

iv)    Progress Evaluation       

 

             The final step in organizational development strategies is the evaluation of the progress. A team must be formed that will analyze how the implementation of the strategies is going on. The team must evaluate how the measures that have been put to counter the problem in the business. The rate at which the projects are achieved can be a good evaluation method of the strategy. Another way of evaluating the progress of the strategic implementation is to examine the impact of the changes to the organizational activities (Western, 2010).

 

              The strategies mentioned above are fundamental in the process of organizational development. The strategies can be used to tackle various problems such as poor organizational structure. When the problem has been identified, and it is found that it originates from the management, necessary steps can be taken by the organization. The strategies will have a great impact in the process of rectifying the problem. The business will, therefore, focus on management and no other areas such as employee skills and relationship between the business and the customers.

 

              The strategies also assist in planning for a way on how to restructure the management of the business. The business, for example, can employ more skilled management team or undertake training of the existing managers to equip them with unique and relevant skills needed for effective management. Moreover, planning also ensures that the business allocates enough resources that can be used in the process of solving the problem that is facing the business. Hence, organization strategies provide a viable platform for developing solutions to business problems.

 

               When the business if facing problems such as poor management,  it can initiate tangible change that can have a positive impact on the operations of the business. The business can initiate a process to ensure change in the organization. For example, restructuring procedure can be adopted where incompetent leaders can either be sacked or given more training in the operations of the organization. The problem of poor management can be solved through the employment of experienced managers who are skilled in the field of management (Field, 2016).    

 

             The organization can, therefore, adopt effective evaluation plan that can ensure that the progress of the change is analyzed. The evaluation plan should consist of:

 

i)    Analysis of the impact of the intervention method on operations

 

              The business will have to analyze the impact that the intervention will have on the operations of the business. For example, how the activities such as the relationship between the business and its clients has been affected by the intervention method.

 

ii)    Analysis of the impact of the intervention method on organizational change

 

              The evaluation plan will also analyze how the intervention program affected the process of change in the organization. According to Sullivan (2010), change is critical to the success of any organization hence the evaluation plan should outline how the business will analyze the progress of change process in the organization.

 

              In summary, organizational development strategies have a tremendous effect on the operations of a business. Organizations should, therefore, adopt strategies that will ensure that achievement of goals and objectives as well as the implementation of organizational policies.

 

 

References

 

Cummings, T., & Worley, C. (2008). Organizational Development and Change. Journal of Organizational Development 2(11) pp. 12-14

 

Field, T., (2016). Organizational Strategies. Organizational Development Journal

 

         Retrieved from: http://www.pdesas.org/module/content/resources/22461/view.ashx

 

Sullivan, R., (2010). Practising Organizational Development: A Guide for Leading Change

 

       New York: Jossey Bass Publishers         

 

Western, S.,(2010). What do we mean by Organizational Development. Journal of Organizational Development and Change. 5(11). Pp. 129-131

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

 

Hooley, G., Cox, T., & Shipley, D. (2015). A comparative study of marketing in Hungary,

 

Poland and Bulgaria. In Proceedings of the 1993 Academy of Marketing Science (AMS) Annual Conference (pp. 655-657). Springer International Publishing.

 

Lampard, R., & Pole, C. (2015). Practical social investigation: Qualitative and quantitative

 

            methods in social research. London, UK: Routledge.

 

Weibel, E. R., & Elias, H. (Eds.). (2012). Quantitative Methods in Morphology/Quantitative

 

Methoden in der Morphologie: Proceedings of the Symposium on Quantitative Methods in Morphology held on August 10, 1965, during the Eighth International Congress of Anatomists in Wiesbaden, Germany. New York, NY: Springer Science & Business Media.

 

 

 

 

 

 

 

 

 

 

 

 

 







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