HOMEWORK 2

7

Week 3 Management

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Week 3 Management

Part 1-

CH.7 Designing Interventions

1. Describe the interventions presented in the text.

There are four major interventions presented in the case. First is the human process intervention that includes people and processes within the organization used to accomplish goals. Secondly is the techno-structural interventions, which focus on technology and structures to promote effectiveness. Thirdly is human resource management intervention used to motivate employees in the organization. Lastly, strategic change intervention brings together internal and external factors to manage the changing conditions (p. 1).

2. Discuss how contingencies related to the change situation affect the design of effective organization development (OD) interventions.

The design of organization intervention is affected by differences among the organization employees, how change is implemented, and organizational factors like styles used to manage the organization (p. 7). If these factors are not considered, results for designing intervention will be negative.

3. Discuss how contingencies related to the change target affect the design of effective OD interventions.

Contingencies related to the target affect the organization's intervention as changing parts of the organization based on the issue to be addressed and organization system levels used to resolve issues (p. 8).

CH.8 Managing Change

1. Understand the five key elements of successful change management.

The five key elements for successful change management are as follows; as shown on page 2;

I. Motivating change – making the organization ready to take in the change without much resistance.

II. Creating a vision – having the envisioned feature concerning change.

III. Development of political support – identifying the key stakeholders, influencing them on the change, and identifying the agents having power over change.

IV. Managing transition – this element involves planning and managing the changing structure.

V. Sustaining momentum – the organization has to provide a support system for change, build skills and competence for the change, and provide required resources.

2. Explore the processes of change associated with each element.

Each of these elements has to undergo the process of change for the current state, transition state, and the desired outcome for the change to have been fully implemented. Here, the current process is linked with the future, where objectives are set to attain future goals.

CH.9 Evaluating and Institutionalizing Organization Development Interventions

1. Illustrate the research design and measurement issues associated with evaluating organization development (OD) interventions.

The key issues associated with evaluating OD interventions include implementation and the evaluation of the feedback (p. 2). Feedback varies from individuals, and they are also evaluated in different ways, making it challenging to be implemented as desired. The second issue is a measure that involves two categories of challenges; selecting variables that are appropriate and having a good design for measuring them. Lastly is the research design, which has the assessment issues.

2. Explain the key elements in the process of institutionalizing OD interventions.

Institutionalization involves the process of changing the OD interventions. They include;

I. Institutionalization framework – identified the degree to which change will affect the organization (p. 16).

II. Organization characteristics – gives the three dimensions that affect change intervention (p. 16).

III. Intervention characteristics – gives the five features of OD and how they impact the institutionalization process (p. 17).

IV. The institutionalization process is used to show how institutionalization process affects OD interventions (p. 18).

V. Indicators for institutionalization – the degree of how change has persisted in the organization (p. 22).

Homework part 2

Discuss the activities necessary for Sustaining Momentum when Managing change

To sustain momentum when managing change, the following are five major activities that should be carried out;

I. Provision of change resources – financial and human resources are required for the organization to continue with the change process (pg. 22).

II. Ensuring there is a change support system – the support system ensures members have the required emotional and physical support for a positive change process (pg. 22).

III. Developing skills and competencies for the change – change demands for new skills and competencies for it to be articulated with effectiveness (pg. 22).

IV. Emphasizing new behaviors – behaviors for change implementation have to be reinforced for people to continue with the behavior towards change (pg. 23).

V. Staying on the line of change – for change to be maintained, change has to be fully implemented, and actions for change to continue being articulated (pg. 23).

These elements enable the organization to maintain the change moment that to the successful implementation of change.

Homework part 3

List and briefly describe each of the techniques used to reinforce change in this organization.

The techniques for reinforcing change are as follows;

I. Motivating change – it includes the activities of making the organization be ready to accept and articulate changes. A good environment for accepting change has to be created to make employees be committed both physically and psychologically towards the change process (p. 3). As a result, why and what questions are well answered, which helps in reinforcing change.

II. Motivating change – since many people and organizations resist change, motivating employees with benefits like rewards, bonuses, coupons, and increased salaries helps to put and reinforce change (p. 3).

III. Overcoming resistance – since change is accompanied by a lot of resistance from people in the organization, overcoming resistance helps in reinforcing change (p. 5). It helps in dealing away with uncertainty concerning change, thus achieving the benefits for change implementation.

IV. Creating a vision – visions helps in guiding the employees as it clarifies to them what needs to be accomplished as it gives an emotional connection to the change (p. 6). Describing the desired future and the end results provides a footpath towards success. The management has to carry out this practice as it reminds the employees every day what is supposed to be done thus, reinforcing change.

V. Having political support towards change – employees feel safe when the government supports them towards a certain change to be articulated. Political power is positively used to gain access and have a base for influencing decision-makers and the employees to articulate the desired change (p. 10).

By following the above techniques, organizations can effectively manage change and reinforce it to the organization until it has been fully adopted.

References

Chapter 7

Chapter 8

Chapter 9