Area and Department involved in the change
As an OD consultant, it is important to determine the relevant client, which is mainly the organizational members that directly impact the change issue. This is because getting them involved is important so they can help support and commit to the OD process (Cummings & Worley, 2015, p77). An area that has been identified in need of improvement is employee motivation with a focus in the IT department. The following is a description of the organizational chart in the IT department. The basic building blocks of organizational structure are division of labor, centralization of authority, and formalization. The Xerox IT department consists of an IT department in each of its businesses and subsidiaries …show more content…
In today’s business environment, there are four major types of planned change that represent the major change methods used and include human process intervention, techno-structural intervention, strategic change interventions, and lastly human management interventions (Cummings & Worley, 2015, p 157). The intervention type that will be used in the case of Xerox’s It department is techno-structural intervention. Techno-structural intervention is the change that emphasizes on technological and structural change in an organization. This intervention will help improve human fulfillment while promoting productivity as work designs and organization structures are redesigned to fit the team’s goals and …show more content…
The Kotter change model was developed by John Kotter a professor at Harvard and fully explained in his book, Leading Change, which will be of great help during the intervention. The model involves eight-steps for leading organizational changes which include; establishing a sense of urgency, forming a powerful high level coalition to guide and lead the changes, creating a vision for change, communicating the change vision, empowering people in the organization to act on the vision, planning for visible short-term performance improvements, consolidating improvements and produce more change, and institutionalizing new approaches. (Appelbaum, Habashy, Malo, & Shafiq, 2012). The type of intervention is design oriented as it aims at improving the structure and systems of the organization to support the goal of motivating employee. An example, is work designs, which will be utilized to develop work groups that will yield high level of employee fulfillment an important aspect of
As an OD consultant, it is important to determine the relevant client, which is mainly the organizational members that directly impact the change issue. This is because getting them involved is important so they can help support and commit to the OD process (Cummings & Worley, 2015, p77). An area that has been identified in need of improvement is employee motivation with a focus in the IT department. The following is a description of the organizational chart in the IT department. The basic building blocks of organizational structure are division of labor, centralization of authority, and formalization. The Xerox IT department consists of an IT department in each of its businesses and subsidiaries …show more content…
In today’s business environment, there are four major types of planned change that represent the major change methods used and include human process intervention, techno-structural intervention, strategic change interventions, and lastly human management interventions (Cummings & Worley, 2015, p 157). The intervention type that will be used in the case of Xerox’s It department is techno-structural intervention. Techno-structural intervention is the change that emphasizes on technological and structural change in an organization. This intervention will help improve human fulfillment while promoting productivity as work designs and organization structures are redesigned to fit the team’s goals and …show more content…
The Kotter change model was developed by John Kotter a professor at Harvard and fully explained in his book, Leading Change, which will be of great help during the intervention. The model involves eight-steps for leading organizational changes which include; establishing a sense of urgency, forming a powerful high level coalition to guide and lead the changes, creating a vision for change, communicating the change vision, empowering people in the organization to act on the vision, planning for visible short-term performance improvements, consolidating improvements and produce more change, and institutionalizing new approaches. (Appelbaum, Habashy, Malo, & Shafiq, 2012). The type of intervention is design oriented as it aims at improving the structure and systems of the organization to support the goal of motivating employee. An example, is work designs, which will be utilized to develop work groups that will yield high level of employee fulfillment an important aspect of