- Force Field Analysis in this case can be used tolist, discuss, and evaluate the various forces standing for and against the proposed change. When we are planning a change, as in the case, Force Field Analysis helps to have a detailed look at the big picture. It is done byanalysis of all forces that can influence the change with the weight of all available pros and cons (Extension.iastate.edu).
2. There can be three styles of OD consulting that can be used by individuals to necessitate and initialize the desired change (Role and Style of the OD Practitioner-Chapter 4.)
- The Stabilizer Style: The stabilizer has the goal of neither effectiveness nor participant satisfaction. He intends on keeping a low profile.
- The Cheerleader Style: The Cheerleader style focuses more on satisfaction of the members of the organization and the chief concern is over motivation and morale. The cheerleader style is all about eliminating differences and maintaining a state of harmony.
- The Analyzer Style:
-The Persuader Style: This style emphases on two dimensions: efficacy or effectiveness and morale and still optimizes neither of them. This style, thus, adapts relatively low-risk strategy, avoids confrontation with others.
- The Pathfinder Style: The pathfinder style is a much complex one; where in high degree of member satisfaction is intended. The belief behind this theory is that greater effectiveness is achievablewith team- work being used in problem solving with the involvement of all the members. There are six main processes on which the pathfinder theory focuses, to result in organizational performance. These processes are Communication, Member roles and functions in groups, Group problem-solving and decision-making, growth and norms of groups, Authority and Leadership, and Intergroup cooperation and competition.
Given the circumstances given in the case, Peter Sneed should accept this offer of employment. The possible reasons for this could be:
- The organization needs a total reform, from its lower level to the conception of the top- level employees.
- There can be positive signs seen from some of the top level employees meaning the change can be taken to the organizational deep roots; department wise.
- Peter would be able to implement the necessary changes in the organization, given his skills and knowledge level.
3. The various types of OD interventions that can be used in an organization are (Justo, Armando):
- Strategic interventions: This intervention contributes in the alignment of the organization and the environment. Cummings and Worley (2001) say that these interventions “link the internal functioning of the organization to the larger environment; transforming the organization to keep pace with changing conditions.”
- Techno structural interventions: These interventions place their focus on the improvement of organizational effectiveness and human development by putting more concerns over technology and structure.
- Management and Leadership Development Interventions: These interventions have an aim of increasing the overall effectiveness of formal and informal leaders and thus improving organizational performance. The examples of these interventions could be: mentoring, coaching,executive and professional development, action learning and science, MBO, succession planning, participative management, technical / skills training.
- Team Development and Group Processes Interventions: These interventions have an aim of looking after the various aspects of group performance. These aspects can be development of interpersonal relations and goal setting, decision making and problem solving, and others. Developing interdependence among team members is one of the most important objectives of team building interventions.
The OD intervention style that can be suitable in this situation would be Team Development and Group Processes Interventions. The suitability of this type of intervention is because of the following reasons:
- The main factors to be focused on in a given case is related to group work, effective goal setting and decision making and is largely dependent on the interdependence among team members.
- Other interventions focus more on individual parts, however Team Development and Group processes Intervention seems to have a holistic approach of doing things; that includes all the levels of the organization.
4. Culture Strategy Matrix:
Potential Compatibility of Changes with Existing Culture
High Low
The implementing strategy to be selected based on the culture strategy mix would be less likely change compatible with prevailing culture and numerous alterations in crucial factors of organization that are necessary for the implementation of a new strategy.
The actions for the implementation to be applied as the ten essential steps that help in establishing change strategies:
- Decide on a strategic planning process
- Environmental scanning
- Identification of key concerns or issues, interrogations, and choices that are importantly addressed
- Revision of organizational values, beliefs and mission
- Development of a shared vision for the organization
- Development of a sequence of objectives, goals or statements explaining the status of organization
- Agree upon key strategies
- Development of action plans addressing specific goals and objectives
- Finalize the strategic change plan
- Build monitoring and other procedures
5. The circumstances given in the case present the condition where there may be a conflict due to resistance to change among employees. There can be various strategies that can be applied to the workplace, to stop from these arising conflicts. The main issue to handle is that we should be able to assure the employees that though things might be changing, the organization is still committed to the overall success of the employees. If we can assure this kind of reliability to the employees, it is easier to convince them. They would then get along easily with the set of changes that we have planned for our organization (Small Business - Chron.com,). The strategies can include:
- Open Conversation
Open conversation can be the first option that can be available to the employers, to stop resisting change. Giving as much information about change as possible and allowing them to have an open forum for giving and receiving feedback can go a long way in establishing the change into the organizational culture.
- Participating Employees
If employees are made to participate in the input for setting up and implementing the changes, then they are better able to take up the change that we are proposing to implement. This does not simply mean allowing the employees to express their thoughts or feelings about the changes that are going to take place. Rather, it is a more proactive process wherein the employees are allowed to influence the change with their ideas and creativity so it becomes more acceptable in the organizational culture.
- Offer Resources
Offering resources such as trainings, equipments and other resources can go a long way in preparing the employees for organizational change. One main thing to consider when introducing any change to the organization is that the employees may not be prepared for the change. It is in the hands of the top level employers who are responsible for implementing change, to make them more efficient and effective in their productivity. As the change occurs, it is important to not let them feel any less competent in the environment of change. It does not guarantee that the employees will stop the resistance but it will make the adaptation process much easier.
- Timing
Everything should be done and announced keeping in mind the suitability and feasibility of the timings. If we try to implement all major changes at once or in too fast a speed, employees will be more likely to resist. It is necessary to measure the doses of change that we want to implement and then make the change available. It ensures least interruption in activities related to products and services and also makes the staff more content and happy.
Works Cited
Extension.iastate.edu,. 'Force Field Analysis | Community And Economic Development'. N.p., 2014. Web. 14 Oct. 2014.
Justo, Armando. 'Organizational Development: Organizational Development (OD) Interventions: Managing Systematic Change In Organizations'. Armandojusto.blogspot.com. N.p., 2009. Web. 14 Oct. 2014.
Role And Style Of The OD Practitioner-Chapter 4. 1st ed. Dr. Bernice R. Kennedy, 2014. Print.
Small Business - Chron.com,. 'A List Of Strategies To Decrease Resistance To Change In The Workplace'. N.p., 2014. Web. 14 Oct. 2014.
