Power Point Due 12/16/2020 APA Format

Outline of Paper, please base PowerPoint from information below!!!!

Organizational Intervention at Kraft Heinz

Q 1

Kraft Heinz has had numerous negative reviews from its employees and other organizations such as The Chicago Tribune which do not agree with their methods of operation in relation to employee treatment. The company operates under a competitive ambience where it is the most productive employee who gets rewarded. There is a negative effect on employees who always monitor their ratings to determine their possibility of getting bonuses (Elejalde-Ruiz & Trotter, 2017). Management is responsible for this culture which makes the entire organizational unfair to some employees.

Q 2

The technique of forming an organizational development relationship involves discovering issues requiring change then informing management of this, analyzing how easily management would be willing to inspire change, formulating strategies to solve issues and implementing the development changes (Hodges, 2020). The steps listed are very critical since each step considers the wellbeing of employees at Kraft Heinz. The expected effect of the new relationship would be better communication between Kraft Heinz’s employees and management. The communication would reveal proposals from all participants.

Q 3

The best technique of diagnosing situations in the organization are employee assessments and reviews (Torre, n.d.). These tools are suitable in the case of Kraft Heinz since employees are the ones directly affected by organizational issues. Employee assessments would reveal issues that affected them and their proposals for change. When employees from different departments at Kraft Heinz are placed together under supervision by a leader, the ambience shall improve the possibilities of employees to get their issues solved. Reviews conducted after assessments would ascertain whether change was implemented or not.

Q 4

The intervention I would recommend is organizational intervention (Seth, 2017) since the management policy of giving more productive employees benefits is the root cause of all issues. Kraft Heinz’s policy of benefits has always impacted negatively on employees who had minute productivity. The company has always boasted of high profits (Elejalde-Ruiz& Trotter, 2017). For this reason, their policy has always been implemented regardless of any negative impact on the workforce. The intervention I recommended would influence the company to transform its policy so that it would be more inclusive.

Q 5

There is an advantage of organizational intervention whereby productivity would be noticed in the entire organization. Kraft Heinz has the power to create and mandate policies, as such, their decision would be followed promptly by all employees. Once the company changes the benefits to be more inclusive, every employee would get motivated to improve their productivity.

The disadvantage of organizational intervention is whereby all power lies with the company. The company may then create a plan of action that suits business operations more than the employees’ needs.

Q 6

To implement the change, I would advise Kraft Heinz to apply change management (Hao & Yazdanifard, 2015) since it is an effective technique of modifying the leaders and leadership policies. It is important to understand that change is not always acceptable by organizations especially if it affects their finances. In the case of Kraft Heinz, they have had a lot of profit. For instance, the overall revenue in 2016 was $26 million (Elejalde-Ruiz & Trotter, 2017). Proposal for change in policies may cause the company to be against the change especially since they might project low profit. It is imperative to inform the company that employees would work harder once all their work is appreciated.

Q 7

I would evaluate change in the organization by preparing a checklist that was properly formed using employee analysis to determine the areas they expected change to be affected. A checklist is very effective since it shows the exact change and the response formed from an analysis.

Reference

Center for Chemical Process Safety. (2013). Guidelines for Managing Process Safety Risks During Organizational Change. doi: 10.1002/9781118530689

Elejalde-Ruiz, A., & Trotter, G. (2017). Working at Kraft Heinz means competition, cost-cutting, and for some, reward. Retrieved 6 November 2020, from https://www.chicagotribune.com/business/ct-kraft-heinz-culture-0528-biz-20170527-story.html

Hao, M., & Yazdanifard, R. (2015). How Effective Leadership can Facilitate Change in Organizations through Improvement and Innovation. Global Journal Of Management And Business Research: A Administration And Management, 15(9). Retrieved from https://globaljournals.org/GJMBR_Volume15/1-How-Effective-Leadership.pdf

Hodges, J. (2020). Organization Development: How Organizations Change and Develop Effectively (pp. 55-160). Red Globe Press.

Seth, S. (2017). Organizational Development (OD) Interventions. Retrieved 6 November 2020, from https://www.linkedin.com/pulse/organizational-development-od-interventions-satyendra-seth/

Torrez, L. Tools & Techniques to Identify Problems in the Workplace. Retrieved 6 November 2020, from https://work.chron.com/tools-techniques-identify-problems-workplace-23330.html