The entry and contracting process is one of the first steps that should be taken when conducting an organizational development process. Initially this process is used in taking account of the position of the organization undergoing development or change. The process includes three major steps which are; finding out the problems and issues under the organization, choosing the appropriate organizational practitioner as well as key members of the organization and tackling the issues and problems attached to the organization (Cummings & Worley, 2014). This process usually happens when one or more managers sees an opportunity of change and development in their organization and in the Peppercorn Dining case, their manager Drew saw a window of opportunity
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When looking at the type of key members the client organization has, we can see they are from different departments and so they cannot answer questions about departments they do not work for. For example, students would find it hard to answer questions like “how much has the company been making for the past 5 years?” because they are not part of the management of Peppercorn Dining. When looking for data through observation, it may be easy to get the information but the problem lies now when trying to analyze the information (Sapsford & Jupp, 2006). All in all with all the observation and interviews from different functions, the three gathered satisfying …show more content…
When we look at quantitative techniques, we look more into information that uses mostly numbers. Now with quantitative techniques, they are the most recommended by researchers because they have proved to be more accurate and effective when it comes to analyzing organizational problems. The technique’s most common tools includes the mean, standard deviation, scatter grams and frequency distributions which are all the measures produced by statistical computer software packages, excel being an example. One the other hand, when we using qualitative techniques, we analysis both by using the content analysis which normally is involved in trying to summarize comments made by interviewees into categories, according to how they responded to the questions and also use the force- field analysis which looks into organizing information relating to organizational change into two classifications: forces for change and forces resisting
When looking at the type of key members the client organization has, we can see they are from different departments and so they cannot answer questions about departments they do not work for. For example, students would find it hard to answer questions like “how much has the company been making for the past 5 years?” because they are not part of the management of Peppercorn Dining. When looking for data through observation, it may be easy to get the information but the problem lies now when trying to analyze the information (Sapsford & Jupp, 2006). All in all with all the observation and interviews from different functions, the three gathered satisfying …show more content…
When we look at quantitative techniques, we look more into information that uses mostly numbers. Now with quantitative techniques, they are the most recommended by researchers because they have proved to be more accurate and effective when it comes to analyzing organizational problems. The technique’s most common tools includes the mean, standard deviation, scatter grams and frequency distributions which are all the measures produced by statistical computer software packages, excel being an example. One the other hand, when we using qualitative techniques, we analysis both by using the content analysis which normally is involved in trying to summarize comments made by interviewees into categories, according to how they responded to the questions and also use the force- field analysis which looks into organizing information relating to organizational change into two classifications: forces for change and forces resisting