Group level diagnosis The inputs in group level diagnosis include organizational blueprint aspects that are inherent in the entire organization within which the group functions (Cummings and Worley 61). The following characteristics within the organization were identified as affecting group functioning. Technology The company has been in recent times initiated an upgrading program to increase the efficiency of the communication system. This includes the purchases of computer, networking and elevating internet bandwidth including an upgrade to HP Integrity BL860c i2 OpenVMS and CAD. The project has cost the company $250, 000. Other technological improvements include the purchases of new sewing machines and increasing the length of the processing line. Nevertheless, mid level employees are especially dissatisfied since the communication system changes do not meet their suggested quality. They opine that the internet connection is quite slow and is affecting them. The latest machines in the processing line are difficult to operate since no prior training was availed. This was emphasized by the 73% of factory employees who were dissatisfied by the situation. Structure The company has five major divisions dealing with HR, procurement, designing, manufacturing, and marketing. All the heads of the divisions answer to the president. However, within each division, there are groups with varied tasks. These groups give feedback to any of the four heads of divisions. For example, a group in designing children ware may be required to respond to the head of promotion directly without the involvement of the head of design. Sometimes, such a group is required to present its findings to different heads at different times. The interests of the heads at times conflict, since each, seeks to enhance the performance of their divisions without coordination with the other divisions. Evaluation systems The performance of the group is not formally evaluated; hence there are no form reward systems. A group appreciation or reward is dependent on the disposition of the division head under which they operate. A normal source of reward, for example, for the designing groups is when products perform well in the market. This is mostly indicated by the acclaim of the product in the market. In such a case, the group that designed the product may be recognized by being awarded a bonus in the following month. Nevertheless, such occurrences are rare, especially since the start of the company’s sales decline. Only 38 % indicated that they have been rewarded in their job. Other instances of rewards include the company’s annual meeting where individuals are recognized for various feats. However, lower level employees opine that the recognitions are reserved for higher level employees only, only 16% expecting to be rewarded before retirement. Promotions are random, which leaves some employees feeling they were bypassed with no substantiation. Other personnel complain that they have been in the same positions for long; this was expressed by 59% of all interviewed employees. The hiring of employees is based on merit. Job openings are posted on the media and appropriate procedures are followed. However, the salaries offered by the company are below industry average salary and are 76% of the industry average. This makes the company fail to attract highly motivated and qualified individuals. Most of the applicants in the job openings are young graduates who soon move away after some time. This has
Name: Instructor: Task: Date: Organizational Development Intervention The essay evaluates OD intervention for a cloth manufacturing company. The company has been running for 50 years. It deals in apparel for all ages. Its driving force is to make clothes affordable without comprising on quality…
Mclean defines OD as any procedure based on behaviour that either to begin with or when prolonged, has the ability to develop within an organizational environment enhanced productivity, income, and knowledge of other expected outcomes whether for the individual or company benefit.
According to the report organizations are undergoing numerous changes over the last couple of decades because of globalization, liberalization, privatizations, advancements in science and technology and the increasing awareness about the necessities of protecting our environment with sustainable business practices.
The primary reason behind this problem is lack of awareness and education that need to be strengthened along with offering adequate information to children and their parents (Golan, Crow 2004). The intervention program aims at guiding and motivating obese children along with educating them through appropriate information.
Response to intervention is a school assessment and intervention model that came into being, with the signing into Law on December 3, 2004, by the then President George Bush, of the 2004 IDEA act. Response to Intervention seeks to aids schools in the selection and use of sound instructional methods to students.
Those factors are treated as the uncontrollable once hence they have major effect on the HR strategy or as a matter of fact, in any kind of organisational strategy. As an organisation you can only adjust, but not control them. PESTEL analysis and SWOT analysis can be used to address this.
For me, these are areas of improvement I should focus on because they are crucial tools necessary not only to survive in my personal battles but also in my professional endeavors. Being creative makes one stand out in a group because of the fresh ideas and unique perspective he can offer.
It calls for futuristic vision, strategic planning, persistency in execution and quality management all ably supported by sound management abilities.
For any business to thrive, there must be set goals, there must be objectives and there must be several strategies to adopt in order to achieve them.
The intervention program aims at guiding and motivating obese children along with educating them through appropriate information.
The primary goal of the program is to educate Latino children on the side effects of obesity along with educating them through
As an organisation you can only adjust, but not control them. PESTEL analysis and SWOT analysis can be used to address this. They are applied to understand the aforementioned elements (Armstrong, 2009). After using such
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