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( 10 ) ( TERM PAPER 2 )

Wells Fargo and Company (Domestic ethics issues) Interventions to Create and sustain highly ethically run Organizations

Review Each of the Following OD Criteria – Apply as Found Appropriate to Your Intervention

10-2a – Individual / Group Interventions-Process (270)

Individual intervention helps people develop good communication skills and channels to be able to understand each other during work. OD in this process helps individuals to be able to figure out the behaviors of their colleagues during meetings or discussions. In private or hidden categories of communication it tends to become more personal this makes people raise their level of readiness and awareness on how their action may affect the people around them this may be in job or interactive places. Individual intervention helps in making people more open by airing out their views, emotions, and opinions reducing the hidden burden in people (pg. 269). Leaders at Well Fargo should consider monitoring and developing ways of enabling their workers to communicate openly and direct to address the issue of openness among leaders and employees.

11-2 a – Process Interventions – Application Stages (299)

When the organization has issues that are hindering their operations that require the board's coordination, several processes need to be applied this includes;

1. The directors and board members are informed and meeting scheduled in the company’s conference room t identify the problem that relates to the effectiveness of the premises.

2. A committee is formed from finance, sales, operations, and quality assurance departments, varying from 5 to 15 members.

3. Members are advised to be open and honest, work hard to identify the problem and there are not pointing fingers at anyone with a suggestion.

4. Each group was given time to figure out the problem the organization might be facing.

An OD walks around helping each group where he can.

5. A general meeting is called, and each group presents their findings and solutions to the problem found. Since all the groups will be given time to present their cases.

6. At this stage, the problem list is made and broken down, and prioritized and immediate tactics to resolve the problems are made.

7. Each group reports the priority problems and the ways they can be resolved.

8. Meetings will be held to follow up and progress management resources involved to monitor progress. Leader reports to top management to the other team leaders on the progress made at a given time (pg. 299).

Figure 12.5/Table 12.4 – The Process Structure (346-349)

Production functions are normally managed by a project owner. Supported by executive officers, chief operation officer, and heads of supportive staff. This eliminates departmental boundaries that slow coordination and decision-making process and task performance. This helps the organization to focus on their resources and the customers out and inside the firm. This brings in the focus on meeting market needs which results in improvement of speed, efficiency, and customer satisfaction. OD intervention also enhances employees' involvement in the organization's mission and vision (pg.348). This shows process structures are appropriate where market and customer demands keep changing according to the environment.

Figure 13.1 – How Employee Involvement Affects Productivity (378)

In an organization communication is the key to a successful business. Employee involvement creates a conducive environment at work where employees communicate freely without the fear of being judged. Good communication and coordination with the employee bring in the motivating factor at work. This makes the employees give their all during work. Well, Fargo should have embraced and appreciated their employees to improve teamwork and motivation in the organization (pg. 378).

Figure 13.2 – Secondary Effects on Productivity (379)

The secondary effects on productivity come with the well-being of the employees this means they should be comfortable with your offers and treatment; the organization should be able to be attractive to the employees to want to come work with the company as well as remain after being employed (pg. 379). Employee involvement is key and may help in the reattainment of your top-performing employees.

Features of High-Involvement Organizations (393)

High organizations possess high involvement features which are:

1. A flat lean organization structure helps in speeding up schedules, planning, and controlling activities carried out by managers and employees on the shop floor.

2. Job design helps to manage oof employees and ensure they are ready and equipped to carry out daily routines for a long period for the organization.

3. Selection of the employees where makes it easy to identify the correct team to be assigned a certain duty and execute to the best of their knowledge for the betterment of the organization

4. Training employees to improve their knowledge and skills to improve their decision- making judgment includes the development of impersonal skills.

5. Rewarding employees who have done the company proud boosts the morale of employees. This shows their hard work and dedication to the company are appreciated. This brings in a new energy of positive competition which intern benefits the company itself. Well, Fargo embraces the concept of the involvement of the employees in a dynamic and this helps the organization to attain its goals .in the market.

Figure 14.1 – Relationships among Core Job Dimensions, Critical Psychological States and Personal and Work Outcomes (406)

This dimension influences three more categories this includes critical psychological state, personal, and work outcomes. For one to be employed they need skill, task identity, autonomy, and response. Core job dimension outcomes reduce absenteeism and turn out and improve high- quality work performance and satisfaction. It is important to know your Task significance which the employees possess (pg.407). the feedback will impact the workers' ability to carry out their work either positively or negatively.

Figure 14.3 – Model of Self-Managed Work Teams (416)

High-performance work teams are mostly responsible for their action during production. They control other members in decision-making about the task given and the approach is taken for the effective completion of the task(pg.416). This is also important in team management and employee involvement. This is influenced by team task design, team process intervention, and organization support systems.

Figure 15.1 – Performance Management Model (441)

This is a process of defining, assessing, and developing employee work outcomes and behavior. Performance management in an organization includes rewarding systems and training

of the employees. employee levels in an organization determine the nature of management practice(pg.441).

Management By Objectives (MBO) (444)

This is applied where misunderstanding on the organizational ambitions is not clearly stated and understood by the people. This is characterized by systematic and periodic meetings to help attain the organizations' goals. MBO is developed to improve and grow jobs to improve performance this may help in setting short-term goals and eventually help them in attaining their goals(pg.444).to reach these desired outcomes the management by objective has to go through a process that involves, groupwork involvement, goals set in a joint management subordinate, and establishing criteria of success this means agreeing on a common stand to improve the entire process (pg. 445).

Section 15.4 – Reward Systems (452)

These are incentives and tokens that employers use to improve the performance of employees' workgroups (pg.452). this also produces a high-level performance among employees since there is positive competition among employees and this means high level and improved performance in an organization. OD practitioners are attempting to implement this system. The rewards system improves both employees and organizational effectiveness. Well, Fargo company should employ this system to motivate workers to be proud of working for the company. This includes performance-based payment and promotion to the workers who provided top-level services to the company.

Review Each of the Following OD Criteria – Apply as Found Appropriate to Your Intervention

Figure 16.1 – Individual Career vs. HR Planning (485)

The development of careers is key to meeting the certain objective in work. This may include personal organizational goals job assignment and performance enhancement which if essential in the advancement stage. Wells Fargo and the company should borrow human resource management practices since it will help their employees in Career development can also contribute to different outcomes in an organization such as lowering turnover and enhancing member satisfaction (pg.485).

Table 17.1 –Work Diversity Interventions (500)

Deals with workforce characters such as gender, age, disability, and sexual orientation. In this modern-day organization is employing people with disabilities there is a significant increase in women employees in the workforce. The integration of good working conditions career planning and rewarding systems organizations like well Fargo will be among the leading industries in growth since they value the work out by their employees and by retaining good and productive employees the organization will only realize profits rather than losses. Disabled people only require little training to be able to keep up in working environments (pg. 501).

Figure 17.2 – Stress Management (508)

Managing organizational stees a well-established communication strategy should be in place; employee relationship should be good this should cut across the company from senior to junior staff. The management should put programs that will help monitor employees' mental and physical state (pg508). This can be done through the establishment of recreational activities to

help employees relieve stress. Well Fargo company cubed both organizational personal stress since there was good and clear communication and well-established working standards.

Figure 18.1 – Systems Model of Organization Design (534)

This system has five categories of business components. Management process, business strategy, work design, human resource practices, and structure. They help in utilizing competitive advantages to achieve organizational objectives. Management practices help elaborate the goals set by the organization, decision making and the resource to be allocated (pg.535)

Table 18.1 – Organization Designs (536)

Design s new organization is easier than meditating an existing one where resistance if change may be imminent and may cause dislocation and bad character among employees and the management. The organic design promotes organizational innovation and change (pg. 535) due to competition new organizations' strategies are being adopted to inmove on the teamwork and productivity of the company. Well Fargo employs this strategy and notices an improved system and moral improvement among its workers this enables them to improve in their productivity.

Figure 19.3 – Organization Learning & Performance (586)

The OD intervention makes it easy for organizations to acquire and develop employee skills to be enabled to come up with new strategies to be able to maintain long-term competitiveness with other organizations. These designs are put to implement to help organizations come up with new and improved techniques to be able to compete with the new market. The knowledge includes the invention of new commodities, production, and generation in the organization(pg.586).

Figure 19.4 – Ladder of Inference (591)

This assists in knowing members' mental models and strategies that are being used.

Ladder helps members understand why their theories can lead to unproductive behaviors in the organization if applied in business(pg.590). well Fargo brought back their customer and cleared their names from public damage and realized new strategies to meet their objectives.

Figure 21.1 – Components of Organizational Identity (663)

Organizational identity is centralized and endures characters that make it stans out on the organization. He reflects clearly on the company’s culture and goals these are the organizations' reputation, image, feedback, and brand (pg. 664). For an organization to be successful and stand out to the market it should stand up to what the company stands for to please the customers.

Analyzing Data (133) Qualitative Tools

Content Analysis

This is a method employed to analyze qualitative data specifically interviewing of data(pg.133). It compresses necessary components into a smaller task which is also a formulative data analysis method that follows three processes; reading the questions, generation of the peace to be analyzed, and categorizing response according to the results.

Force-Field Analysis of Work-Groups

This is data analysis that organizes information about changes that occur in an organization into significant categories namely forced against change and force for change. OD practitioners believe efforts determine multipotent and negative details in this method (pg.134).

Quantitative Tools

*Means, Standard Dev., Freq. Distr.

Helps in summing up quantitative data h=where the standard deviation and the mean are calculated for each variable that has been used in the data analysis and the result can be compared across different subgroups.

Feeding Back Data (142) Content (1-9)

this should be relevant to address the required topic, understood and describe what it should consider time, should be verifiable signific and comparative.

Process of Feedback (1-5)

provides data for the organization to attend meetings where inputs should be discussed the conclusions of the meetings and the solutions to problems that the organization is facing. OD practitioners should be able to help organizations to manage these processes smoothly.

Survey Feedback (1-5)

This process assembles and feeds data received from an organization through questioners. This covers purpose topic relevance and organizational effects.

ODP Recommendations going forward for the organization

The OD after assessing and surveying the well Fargo and company came up with the following recommendations

1. There should be the improvement in production and sales efficiency in the organization

2. The organization should embrace the OD practices to enable them to operate efficiently.

3. Human resource practices and employee involvement should be practiced to improve teamwork

4. Health practices should be practiced in the company to maintain customers they need.