Organizational Development Case Analysis-the Old Family Bank.docx

Organizational development

Source: https://en.wikipedia.org/wiki/University_of_Science,_Malaysia

CASE: THE OLD FAMILY BANK

Group name: Bosskita Group members: - Fabian Jeroen Hartmann (No.Matrik: BB752), - Laurens Matheus John Hendrikx (No. Matrik: BB7258) - Muhammad Hariz Bin Mohamad Faudzi (IUSM 1617/1310/1) - Muhammad Ridhauddin bin Mohd Yusof (Iusm 1617/1311/1) - Ibnu Qamarullail bin Malik (IUSM 1617/1308/1)

I. Problems A. Macro 1. Lack of loyalty from the employees affects the Bank its performance. 2. The Bank may have a poor process for determining wages. B. Micro 1. In the data processing department the employees are a strong team, however they are not loyal to the larger organization. 2. Employees in the data processing department feel that they are not appreciated by management. 3. The working conditions for check sorting employees is unfavorable. II. Causes 1. The wages of the data processing department have not been properly been discussed with the employees. 2. The employees of the data processing department felt that management put more emphasis on production than on staff units. Management perhaps did not carefully thought through which impact this would have on the department. 3. The check sorting department works in a large open room that is hot in the summer and cold in the winter. III. Systems affected 1. Structural: The data processing department will become more and more isolated, leading to a separated entity as opposed to a part of the total organization working towards one unanimous goal. 2. Psychosocial: Due to the perceived unfairness caused by the low wages and the poor perceived attitude of management, the data processing department will have a high rate of absenteeism and turnover, which will in return result in low productivity. 3. Technical: By improving the working conditions for the check sorting department, the high productivity could be even further improved. 4. Managerial: Management is disliked by the data processing department and will therefore be likely to not fully dedicate themselves to this Manager. 5. Goals: The data processing department is not participating in the goals set by the company as they do not feel they are paid and appreciated enough by management.

IV. Alternatives 1. Organize bonding activities to prevent further isolation by the department. Additionally, the other departments could affect the negative perception of the department by discussing their own situation. 2. Management could organize a meeting to explain the wages determination process as well as provide an explanation why the management puts so much emphasis on on production opposed to staff units. 3. Improving the working conditions by providing a larger room with air-conditioning and a heater, would provide a more ambient working pace, which in return could lead to higher productivity. 4. Management could order a further research in order to understand the perceived attitudes more and specifically how to improve this perceived attitude. 5. By providing workshops concerning the vision and mission of the company and by stressing the importance of these objectives, the awareness of the goal of the company could be increased. V. Recommendations 1. Top management should call a meeting between the computer services employees and see what it is they expect from the company as far as pay and work appreciation so that the employees feel that their right and comfort to work with employees. 2. All the alternatives provided above could be worth investigating and implementing.