Interventions that will stick
Tanya Ewing
Roosevelt University
October 09, 2015 OD TRDV 435
Statement of the Problem
Helping Hands is a local non-for profit organization which was founded in the 1980s to assist poverty stricken people to teach them how to learn how to handle their finances and maybe become financially able to have a home. (Anderson, 2012, p.281). Judy Thornson who is the executive director of the program is having a problem with the culture of the employees in the company. Helping Hands has several different divisions in the company and the employees in different sectors were having some conflicting issues. Erin Moore who was actually a volunteer …show more content…
According to Anderson (2015), in a book researched by Senge (1990) “culture is not just composed of the beliefs that people have about the organization, but ways that they behave.” (p. 36) The Company would thrive from the learning culture of each worker being more inclusive with each other departments. There needs to be more learned behavior as a team and the employees need to think together as one. One example I found was case study by Todd Campbell titled on Management and Employee Failure at a now Extinct Department Store Circuit City. What Could Have Been Done Circuit City: a Case Study of Management and Employee Performance Failure?
Campbell gives an eloquent evaluation of the issues that Circuit City faced when management tried to come in and make certain changes. Campbell said that these changes brought about low company morale and caused a catastrophic change in the way employees worked and working together. Campbell referenced Gilbert’s Behavior engineering model (Gilbert 2007) this model is the construct that is the show …show more content…
To what extent is the culture divide problematic? Is it something that needs to be addressed? Why or Why not? What recommendations would you make to Judy to decrease the cultural divide between departments?
Answer: The cultural attitude is problematic because it is affect company morale and in order to be a great change agent I would recommend involving Chris more in the specifics of what you want him to do.
3. What role does Chris play in the organizational problems? What role does Judy play in the organizational problems? If you were Judy, how would you handle the situation now?
Answer: I think Chris problem is that he does not like the changes he is used to running things his way. Judy I think allows some of the behavior and I think she should get involved with Chris and listen to him tell her what some of his issues are.
4. What are the underlying organizational issues that allow these problems to persist?
Answer: In this case I believe it goes back to behavior as was researching information I taught that it all ties back to the upper management and how they see things should be run for the overall good of the company.
a. To what extent is the lack of overall strategic goals a problem at Helping
Tanya Ewing
Roosevelt University
October 09, 2015 OD TRDV 435
Statement of the Problem
Helping Hands is a local non-for profit organization which was founded in the 1980s to assist poverty stricken people to teach them how to learn how to handle their finances and maybe become financially able to have a home. (Anderson, 2012, p.281). Judy Thornson who is the executive director of the program is having a problem with the culture of the employees in the company. Helping Hands has several different divisions in the company and the employees in different sectors were having some conflicting issues. Erin Moore who was actually a volunteer …show more content…
According to Anderson (2015), in a book researched by Senge (1990) “culture is not just composed of the beliefs that people have about the organization, but ways that they behave.” (p. 36) The Company would thrive from the learning culture of each worker being more inclusive with each other departments. There needs to be more learned behavior as a team and the employees need to think together as one. One example I found was case study by Todd Campbell titled on Management and Employee Failure at a now Extinct Department Store Circuit City. What Could Have Been Done Circuit City: a Case Study of Management and Employee Performance Failure?
Campbell gives an eloquent evaluation of the issues that Circuit City faced when management tried to come in and make certain changes. Campbell said that these changes brought about low company morale and caused a catastrophic change in the way employees worked and working together. Campbell referenced Gilbert’s Behavior engineering model (Gilbert 2007) this model is the construct that is the show …show more content…
To what extent is the culture divide problematic? Is it something that needs to be addressed? Why or Why not? What recommendations would you make to Judy to decrease the cultural divide between departments?
Answer: The cultural attitude is problematic because it is affect company morale and in order to be a great change agent I would recommend involving Chris more in the specifics of what you want him to do.
3. What role does Chris play in the organizational problems? What role does Judy play in the organizational problems? If you were Judy, how would you handle the situation now?
Answer: I think Chris problem is that he does not like the changes he is used to running things his way. Judy I think allows some of the behavior and I think she should get involved with Chris and listen to him tell her what some of his issues are.
4. What are the underlying organizational issues that allow these problems to persist?
Answer: In this case I believe it goes back to behavior as was researching information I taught that it all ties back to the upper management and how they see things should be run for the overall good of the company.
a. To what extent is the lack of overall strategic goals a problem at Helping