Ocd Monika.docx

ORGANIZATION CHANGE AND DEVELOPEMENT

‘’MUDDLING THROUGH” TO MAKING MILLIONS

Submitted by :Monika Chaudhary 17/FMS/MBA/069

Submitted to :Dr. Anandita Chatterje

Learning outcomes from the case muddling though to making millions Strategic planning is the first thing which should be kept in the mind by the top management before execution of the project because planning lays down the other process in the organization. There should be proper communication between top management and the employees. They must work hand in hand so that chaos and conflicts could be minimize If a company is facing downsizing and lack of coordination among people then the reframing of the organization must be done which should focus on improving customer relations and company’s profitability that would help in organizational development. Everyone should be clearly stated what they are expected to do, what is their work in the company so that they can focus on their own part. Team management could be done effectively if the agenda is break down into groups and sub groups so that the perspective of each and every individual would be considered and there would be no difference of opinions. AS the company with the help of consultant brings the concept of CHAMPIONSHIP it helps the initiatives to have full ownership and engagement of the project, to complete the tasks with more power and involvement.

Analysis of the case :o Problem faced 1. Lack of clear strategic planning 2. Board of directors were facing problems of better output, profitability and transformation of the company. o Role of consultant (Hired by the company) 1. He has been advised by the top management 2. He made two day visit (Conducted interviews and reality check) 3. He shortlisted three things in the first session: Understand competitors and critical success factors  Determine what executives wanted the company to be and to do  Generate first draft corporate mission o Issues faced by consultants  Difference of opinions (about industry)  Lack of coordination and Team work o Steps taken by the consultant  He started taking one to one topic  He breaks the agenda into subgroups and ask executives to write their own summary so that opinion of each individual could be considered.

 He keeps on guiding initiatives at each stage because transformation is a long term process and it is important for the initiatives to keep on track in the whole process.  He finalizes five mission plan for the whole organizational process.

QUESTIONS RELATED TO CASE 1. How organization development and strategic human resource management be effectively underpinned by research? • Organization development is supported by research as goals.  Estimate your company’s future HR requirements-Demand and supply.  Strategic human resource management also take part in employee recruitment ,hiring , training and assessment process  Continuous Improvement – It is a continuous cycle of improvement of behavior of president and seven senior executives of a parts manufacturing company.  Increased communication – feedback and interpretation to align all employees in work sessions to shared company goals and values.  Product and service Enhancement- A major benefit of OD is innovation in manufacturing, which leads to product and service enhancement.

2. What lessons can be learnt from how organizational development was undertaken in the case organization? The lessons can be learnt from how organizational development was undertaken are:• Top management commitment and support from the mid and low lever is instrumental in dealing the problem. • The external consultation will play the major role in clarifying the issues in between, so I have also highlighted the importance of the external consultant. It gives a way of talk time, a time to show your behavior, show your commitment and revitalize the importance of each and every one. • Strategic planning process is a good initiative that has given them the opportunity to reframing their organization by their participation which will multiple effect in achieving sustainable results. Some other important learnings include :•

There should be proper alignment of work in the organization.

• There should be no conflicts in the process of decision making in an organization. • The employees should be aware of the work and the responsibilities given in the organization • There should be proper coordination among the working of employees of the organization. • The upper management should also be aware of their responsibilities towards their employees. • All the employees should be given fair chance in the process of decision making for an organization.

3. How HR manager can work effectively with outside consultant? Consultant provides expert guidance because of this organization hire them to help with or advise on specific projects or problems. HR manager can work effectively with consultant In following ways : HR manager must make sure that consultant bring objectivity to an organization. Top management must guide him on various aspects about what the problem is , their fresh thinking can help to restart projects that have lost momentum , As in this case consultant redesign the work by breaking into groups and sub-groups , so that all of them can contribute their own part and bring a perfect solution without difference of opinion.  HR manager must keep his eyes on consultant whether he define direction to each and every individual working on a particular project so that chances of mistakes can be minimized.  HR manager with the help of consultant must bring the different concept so that they can work with more power and enthusiasm as in this case consultant bring the concept of CHAMPIONSHIP where full ownership and engagement of people are required so that they can complete the task according to set standards.  As organization development is a long term process , HR manager with the help of consultant must make sure that employees won’t get demotivated or distracted, let them feel the part of process by encouraging them and guiding them at

each stage , as transformation of people , process or project took time. 4. How would you have gone about developing and monitoring organizational development policy and practices? • • •

First of all agenda is break into groups and subgroups and accordingly the topics are provided to each employee so that they can work in team without confusion. The concept of “CHAMPIONSHIP” was initiated by the expert so that all can give their 100% effort towards the completion of work. Championship helped the initiatives to take full ownership and engagement of task to complete it on time and up to the mark. He initiated five missions to transform the organization  FIRST MISSION• Understand industry, competitors and critical success factors • Executives expectations • Draft of the cooperate mission  SECOND MISSIONFinalize the mission statement • Resolve difference among the executives Set group goals  THIRD MISSION- Develop the strategies and implementation of them (CHAMPION).  FOURTH MISSION- To assess progress, additional changes, allocation of new resources  FIFTH MISSION- To build support mechanism