Intervention Selection and Application on Organizational Design
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Intervention Selection and Application on Organizational Design
Blaze company is a family-owned company dealing with oil mining located in Louisiana. The company has been experiencing issues such as antagonism, fractured leadership, uncollaborative nature among internal teams. All these issues are causing significant damage to the seamless functioning of operations of the company.
The company, therefore, needs ab organizational Development intervention. Organizational development is a significant and science-based procedure that helps establishments develop their capacity to transform and realize greater effectiveness by improving, developing, and strengthening strategies, structures, and processes.
The company, therefore, requires an OD intervention to strengthen teamwork and improve its leadership to achieve its goals and increase competitiveness in the industry. Therefore, the organization can take up large group, organizational control meetings, and team building to help the company streamline its processes and remedy the already existing issues surrounding teamwork and leadership.
Large group interventions
Personal and organizational reality is cultivated through social interaction and exchange. Thus, relational practices that empower a greater sense of entirety have significant implications in organizational transformation. Large group interventions are very powerful in engaging and aligning a large number of people in an organization.
Directly involving all the individuals in Blaze Company, including the executives, employees, and other stakeholders will significantly increase the efficiency and effectiveness of the change process. This approach will offer a systematic approach to organizational change involving understanding how all factors, including technology, processes, and people within the system, relate to each other and the entire organization (Smither, Houston, & Mclntire, 2016).
Therefore, the tactic proposes promoting dialogue between stakeholders that will be essential in transforming collective thinking processes and finding deeper meaning in the existing relationships in the organization (Carnevale, 2018). It will also support community building and relational practices that promote interdependence and interconnectedness within the organization.
It will facilitate collective learning, whereby the organization will participate in three workshop sessions over three months, once every month. These workshops will allow employees to acquire new skills, sharpen their current ones, exhibit better performance, increase productivity, and develop better leadership skills for future roles.
The company is the total of what its workforce achieves individually. Therefore, the organization should try everything in its power to ensure its employees are performing at their peak. This strategy will also cultivate diversity through mutual inquiry to promote the company’s system innovation vitality, resourcefulness, synergy, capacity, and growth.
Finally, this strategy will bring self-managing methods for fostering commitment and shared responsibility. The company is currently being family-led, but the family should delegate responsibilities to the skilled and qualified members to handle various departments in the company.
Organization confrontation meeting
A confrontational meeting focuses on identifying issues and improvement targets and setting priorities (Hajro, Gibson, & Pudelko, 2017). It is the starting point for handling the identified problems across an organization. The organization confrontation meeting is an activity that will allow the whole Blaze management group, encompassing individuals from all organization levels, including the human resource, finance, mining, oil, offshore, education, and safety departments, to quickly read on their health and set a plan of action to improve it within a matter of hours.
This activity will be based on experiences with action-oriented strategies to plan changes, involve the whole team in the action planning program, and conduct meetings severally with one session every day involving two hours of the normal working days. All the involved parties should show genuine commitment towards solving the existing issues when it comes to top management. The top executives should also depict intent to improve the working conditions of the organization rapidly and adopt rapid cohesiveness to guarantee follow-up.
This tactic will be effective in remedying the situation at Blace Company because it will improve direct communication, increase employees’ morale, improve the work culture, enhance inter-department human relationships, and provide solutions for daily problems the organization faces. In the beginning, the CEO will communicate to the whole management group their objectives for the meeting and their concern for and invest in open discussions and facing the organization’s issues. The entire group can then divide into small units, each consisting of participants from every functional area.
The groups can then present their findings at a general information sharing where they present issues like obstacles, demotivators, poor procedures and policies, unclear goals, and the poor attitudes existing in the organization. The categories for which the data was collected are classified. Group action planning goes on where the units can be assigned different tasks, including discussing issues that influence work areas and ascertain the priorities and early activities by which they can commit themselves.
In addition, they can be required to identify the challenges the management can prioritize and ascertain how to communicate their findings with their subordinates. The top management should then react to the commitments and plans and make commitments for action where required. After this, the top management should meet and plan follow-up action to report to the whole management team.
The confrontation meeting will provide the top executives with precise information concerning organizational health and take appropriate action based on the appropriate information from the organization. It also allows the units to develop improvement priorities and increase organizational objectives’ involvement and active commitment.
It offers a basis for ascertaining other communication strategies between all organizational levels, starting from top executives to the lowest employees, appropriate direction for decision-making, and problem-solving with an upward influence tool.
Team building is the commonest known intervention with the main objective of identifying problems that help groups enhance their way of accomplishing tasks (Suwandee, n.d). Team building is especially necessary at the executive level of the Blaze company because their antagonism is interfering with the ability o the executives to woe together for the benefit of the organization. Team building will improve the cohesiveness of the top management, which will then reflect in the decisions they make for the organization and create positive working environments for the workers.
The first step that will be effective for the Blaze Company executives to plan team building is to identify the strengths and weaknesses of the team. For example, the team can identify existing conflicts, some members focusing on their interests, thus haring the group, poor communication, learning to work together, and if the group needs a morale boost. After this, the group should set team-building exercises to strengthen their bonds and make team-building part of their interests.
Examples of team building activities include a boardroom escape room, board games, and barter puzzle. The team-building strategies the group can use to improve their strength, cohesiveness, and effectiveness daily include getting to know each other in terms of needs and ambitions.
Team building activities will help them open up and reveal their ideas and preferences, which will be a significant step towards creating better relationships. After this, the team can unite by inspiring each other to work towards a shared goal or vision. Having a clear destination will prevent the top executives at the company from pulling in different directions.
Team building will build cohesion by developing solid team skills. Developing solid skill sets and matching the members to the roles they fit best will result in a more motivated team. The company could be having some members working remotely; therefore, team building will allow the teams to connect and improve the operations within the company.
In conclusion, the company is experiencing issues with team collaboration and antagonism within the top executives who come from the same family. The OD interventions, including team building, large group intervention, and the organization confrontation meeting, will help the company streamline its process and adopt effective team collaboration strategies. Ultimately, these interventions will remedy the situation and improve the organizational operations.
Carnevale, D. G. (2018). Organizational development in the public sector. Routledge.
Hajro, A., Gibson, C. B., & Pudelko, M. (2017). Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams’ effectiveness. Academy of Management Journal, 60(1), 345-372.
Smither, R., Houston, J., & McIntire, S. (2016). Organization development: Strategies for changing environments. Routledge.
Suwannee, A. (n.d). Strengthening organizational performance through organization development intervention on employee engagement and performance management: a case study of Thai private university in Thailand.
Intervention Selection and Application on Organizational Design
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