ORGANIZATIONAL

DEVELOPMENT CASE STUDY

RASHMI.S
CASE AT A GLANCE !!!!!
The case is a leading company whose growth has
been steadily declining over the years due to internal
problems .
The internal problems are both on part of the ;
1. Top Management
2. Front line and Middle Management
3. Employees.
PR0BLENS ENC00NTEREB
Lack of co-operation between the sub-units.
Increasing complaints from customers.
Sagging morale among the workforce.
Rapidly increasing costs.
solutions
Lengthy dialogue with the CEO understand view pts,
attitude, behaviour.
Observe reactions of sub-ordinates & employees to CEOs
statements.
Conduct Interviews with all the CEOS subordinates
problem areas.
Group the feedback into general categories Boss,
Meetings, Administrative Services, Customer
relations . feedback, prioritize.
Conduct workshop for employees and CEO together usually
workshop conducted for 2-3 days with no work during those
days.
Workshop motivation , leadership, group dynamics, team
performance , effectiveness . mainly
Act as a moderator / coach and help group analyze and bring
optimal solutions to the problems given.
Must break up team into syndicates- increased intense
brainstorming better team dynamics .
Design workshop- time for stress free and
recreational activities greater mutual understanding
& better trust and relationship among participants.
last day help team develop next action plan for
the problems discussed in the workshop.
Fix a future date with the organization (mostly 3
months) after which organizations progress is
mapped & workshop or additional training to achieve
the remaining goals.
Work with Top management to institutionalize the
process of Strategy with constant feedback &
grievance systems from employees HR in charge.
SUCCESS CASE STUDIES.
The case :
Helped the new CEO turn around a
software company to position it for business success.
The OD consultant :
Maya Townsend, Founder,
Partnering Resources, Cambridge, MA
CRITICAL ACTIONS
Work began with a plan to get the executive team to
think creatively about the company and its future.
The executive team identified the core purpose, values
and strategy for the company.
Realizing that the entire company needed to accept
their work in order to implement it successfully, the
leadership team engaged managers in defining actions
needed to achieve the strategy.
The leadership team presented their work to all
employees in an energized, creative town hall meeting.
The leadership team cascaded the strategies through the
entire organization so all employees saw how their
goals contributed to the core purpose of the company
RESULTS
Said the CEO, This initiative has been an
unqualified success. We have a clearly defined
strategy and the management of the company is
more energized than Ive ever seen them. We
have built the foundation to be a truly great
company.
more case details found at
www.odsuccesscases.htm.
FAILURE CASE STUDY - ENFIELD
Leading business firm called ENFIELD.- consistent
with many OD practices.
Designed & facilitated by top OD practitioners of then.
Developed difficulties with the goals set by OD
practitioners.
2 fold problem
without proper mindset people engage in same old
problems
Participative mgmt- effective during single change
system but hopeless during double loop systems.
Result : Changed into a traditional top down
approach Company.
Abstract Taken from Reinventing
organization development - David.L.
Bradford , Wyatt Warner Burke
THANK YOU