Experiential Approach to Organizational Development - Assignment Example

A. Macro
1. TGIF get-together Quantum Software is opening the company to liability exposure and its lawyer, Bill Carter, is becoming concerned.
2. The success of the group as a team and the founded esprit de corps could be compromised if TGIF is discontinued.
B. Micro
1. John Hooker, one of the employees, gets out of control after alcohol consumption.
2. Stan and Erin are unwavering in their conviction of the need for TGIF
II. Causes
1. The company’s growing too fast and they can no longer monitor the behavior of everyone.
2. Some of the employees are taking it too far.
3. They have to uphold the image of the organization.
III. Systems Affected
1.
2.
3.
IV. Alternatives
1. Abolish TGIF
2. Limit alcohol intake and monitor the alcohol level of employees.
3. Find other activities the employees can bond over.
V. Recommendations
Precautionary measures should also be enforced especially those that would prevent someone to drive after drinking.

SETPOINT SYSTEMS
1. Is it reasonable to expect other manufacturing companies to be able to duplicate the culture that Setpoint has developed? Support your position.
Yes, it is particularly reasonable for other manufacturing companies to duplicate the culture at Setpoint Systems. Change is indispensable for a corporation and more than this, renewing its current managerial system is the answer (Brown and Harvey, p. 62). This advocates something that is more than reactive to the changes. A fully developed culture that is distinctive to the corporation necessitates the need for change for the vigorous development of the corporation. This embraces the potential and participation of every member of the company as going beyond passive. It would be unacceptable to assume that other companies would never be able o adopt the same system. The success of Setpoint lies in the role that the management places on their employees. It’s no less than adapting the saying that there are no small roles, only small actors. Because indeed, the company has shown that the concept of team is well integrated into their dynamics. Everyone was well-informed of their roles toward the achievement of a common goal as epitomized in their board.

2. Can culture be bought?
I believe that culture per se cannot be bought but it can be developed and the availability of money at a company’s disposal to achieve the development of culture is very helpful. The achievement of an evolved culture can be realized through the persistent efforts of the vital members of the company and the involvement of all the employees. Everyone must be open to change and accept this change as having a positive impact on the company. As consistently established, Organizational Development is a long-term commitment that needs time. It is not something that happens overnight. Culture is a combination not only of the management but also of the organization (Brown and Harvey, p. 63). Some companies are willing to shell out millions of dollars to be able to buy culture. This is only a manifestation of the necessity of culture. Some may have spent on brand imaging and public relations among others. But it is still the perception of those who are within the company and that which resonates with the important public. This is where culture cannot be bought.

3. What dangers would a merger pose for the culture of Setpoint?
A merger could threaten the spirit of team unity for Setpoint. The inclusion of a bigger company to Setpoint which is small in comparison could obliterate the culture of the company. This is unless the merging company is willing to abandon its own culture in preference of Setpoints. It is quite apparent that one of the underlying successes of Setpoint is due to the manageable number of employees that it has. Through this, they can administer information dissemination effectively. This is how people can comprehend the basic gross profit of the operating expenses that they are concerned about. A merger could pose a threat to this. However, it is also pertinent that rapid change may involve a merger. The organization cannot escape the need for its implementation. In the process, Setpoint may develop a new culture.

REFLECTION
In the TGIF case analysis, I realized that I had the same idea as other members of the group in putting into focus the evident problem of possible problems that may arise. This serves as proof that we are not only focused on the liability of the company but also the safety of its employees.
But the known effects of alcohol are also a threat that might have an adverse effect anytime.
I have miscalculated at a certain level the position of John Hooker as the company lawyer. In some sense, I missed understanding the relationship between Stan and Erin to him. This may be because the two see him in an antagonistic way which is much like a small child to his parents who are constantly stopping him from doing what he wants. In the future,  I have to be more analytical of the characters involved in the case studies and their role in my appreciation of the bigger picture including its details. All things must be considered. That considering everything involves not only what is present but also projecting all the possibilities in the future. Read More