final go
Addressing Unethical Behavior at Wells Fargo
Student name
Institution
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Applicable Planned Change Model
Leaders need to create an open communication
Appoint ethics committee for various positions and systems
Design products aligning with moral beliefs and principles of
the company
Promoting respect, fairness and dignity in the company
Self-Knowledge and Skills Necessary
Building trust to encourage open process
Support group action in the company
Reduce boundary issues between seniors and the subordinates
Be transparent, responsive and have drive to solve customer problems
Adhere to corporations act, norms and society rules
Stakeholders must communicate their company preferences
Protect company data by restricting access to the right personnel
Role of Ethics
Develop acceptable and desirable goals and values
Ensuring employee consent in activities
Avoid resentful work environment by eliminating coercive management
Creating an oversight and responsibility acceptance in technology use
Embracing the use of artificial intelligence (AI) to avoid clumsiness
Transparency in shareholder report to avoid misinterpretation
Entering into an OD Relationship
The OD must be concerned with the standards of the company
The OD must understand the human behavior within the organization
The OD must embrace trust, honesty and fairness in the workplace
Must be integral and authentic
Recognize the personal needs of the employees
OD must seek an all-win solution when confronted with conflict
Open-system models in Diagnosing Organizational systems
Effective exchange of feedback between the organization and external environment
Use of public relations to influence the market
Advertising Wells Fargo products and services
Educating consumers and local leaders
Increased security in the organization
Stability and pride
Data Collection Methods
Collecting data on designs, elements and outcomes to:
Establishment of an effective working environment
Determine causes of organizational problems
Making informed decisions
Be strategic
Keep track of OD activities
Access organizational resources
The Cycle of Data Collection and Feedback
Use feedback to solve significant ethical challenges in the firm
Clarify major ethical issues detected in data collection
Build confidence from the data
Provide constructive feedback from the data to the managers
Focus on what is said in the data and understand the feedback
Sampling Considerations
Identify different populations in the company.
Analyze ethical issues from each group
If the sample is random, generalize the outcome and perform inferences without bias.
Use the data to solve ethical issues identified in data collection
If the sample is stratified, find the existing relationship between management and employees, shareholders and management or customers and the organization.
Degree of Organization
Eliminating negative advertising to improve market share
Creating a conducive work environment to reduce absentees
Wells Fargo can adapt to rapid changes by embracing technology, adding value to the firm and living with ambiguity and uncertainty
Understand ethical issues through data collection
Process Intervention. Application Stages
Seek for relevant assistance , support and guidance
Look for appropriate alternatives
Evaluate the alternatives
Make relevant decisions
Implement the decisions
Evaluate the implemented decisions
Employee involvement and effects of Productivity
Engage employees in the intervention
Involve them in solving complex ethical issues
Creating a conducive environment for addressing issues
Involve labor unions in issues affecting the employees
Investigate practices leading to low productivity
Include management representatives in handling ethical issues
Relationships among Core Job Dimensions. Individual Career vs HR Planning
Measuring employees responsibilities in their work
Assessing the psychological condition of the employees
Diagnose the work systems in the company to ensure changes are initiated
Create a sustainable HR for improved individual career development
Create a performance based scale in the organization.
Work Diversity intervention. Stress management
Create a diversity plan for the company to develop employees into higher positions
Create avenues for job satisfaction to improve employees motivation
Collaboration on challenging assignments and problem-solving remedies
Create a work environment where employees do not feel pressured to work (case that led to Wells Fargo scandal)
Reduce organizational stress and personal stress in the workplace
Organizational Learning and performance. Ladder of Inference
Providing employees with adequate knowledge and new skills
Develop practical skills for employees development
Setting standard prices for the products and services
Develop a problem solving skills within the corporation
Imparting employees with techniques that enhance organizational personification and codification
Components of Organizational Identity
Setting positive statements for the organization
Develop personal management of employees within the workplace
Hire managers who understand the standards of the organization and can endure organizational challenges
Bring together leaders and members of the organization for a common approach.