1ST SLIDE – CASE: NORTHERN COUNTY LEGAL SERVICES

2ND SLIDE – GROUP MEMBERS

3RD SLIDE – 1a. What is it like to work in this environment?
 Disorganized and inefficient work environment
 Overcrowding and lack of proper office facilities
 Staff employees are not well-trained and lacks of a systematic approach to handle a
case
 Lastly, the office space is small.
4th SLIDE – 1b. How do you respond to Julie as a leader?
Issues of Julie as a leader:
 Have no proper process for scheduling clients.
 Doesn’t allow employees to include when making decisions.
 Not consistent to her work and how she work documented training process
 She lack of trust towards her employees
All in all these issues can make an employee be dissatisfied towards their hard work
under this type of leadership.
5th SLIDE – 1c. Compare Julie as a leader.
 Julie is a leader under the study of Kurt Lewin known as autocratic leadership, that
there is centralized authority and low participation from its subordinates.
 On the other study by Likert’s, it is categorized as exploitative authoritative, where
information flows downward through orders and decisions are only made at the top
management where no teamwork or collaboration is needed.
 Julie only focuses on funding the organization rather than fixing the effective
managerial procedures and team collaboration among its employees.
6th SLIDE – 2a. What organization, team, and individual problems can you identify?
 Organization:
– Disorganized schedule and its approach towards their customer.
– Lack of attention to time management, care for clients and the quality of
their experience in the waiting area.
 Team:
– Employees are not included in decision making processes
– Work flow are ineffective
– No team building, transparency and trust behaviors.
 Individual:
– Personnel are unclear on both of their responsibilities and expectation of
their manager.
– Julie, have high expectations to her employees not minding what are more
needed attention in their office and not fully grasp the capabilities of her
employees, given their work backgrounds.
7th SLIDE – 2b. What opportunities for OD work do you see?
  Allowing employees to function as human beings rather than as resources in the
organization.
 Providing opportunities for each organization member and the organization as a
whole to reach their maximum potential.
 Increasing the organization's effectiveness in all of its goals.
 Help start the proper communication.
8th SLIDE and so on (HAHAHAHA) – 3. How do the opportunities you have identified illustrate the
value and ethical beliefs of organization development identified in this chapter?
The NCLS case model highlights the importance of aligning all employees, from management to
lower-level staff, with the same values and ethics driven by corporate development plans tailored to
their specific environment. This demonstrates the value of a cohesive and ethical work culture.
The values and ethical beliefs in organizational development identified are:
 Participation and Involvement
Participation and involvement are critical to organizational development because they can increase
employee and stakeholder engagement, collaboration, and commitment. Here are some key
strategies to incorporate participation and involvement into the organizational development process:
1. Employee Input and Feedback
2. Open Communication Channels
3. Celebrating Achievements
 Learning and Development Programs
Invest in training and development programs that empower employees to enhance their skills and
contribute more effectively to the organization's goals. Encourage employees to take ownership of
their professional growth.
 Authenticity, Transparency, and Trust
This indicates how managers communicate with their employees. Leaders demonstrate trust by
giving employees information, explaining organizational direction, values, principles, and rationales,
including them in dialogues and discussions, and allowing them to make decisions.
 Social Responsibility
Social responsibility benefits the community and can enhance a company's reputation. It is
increasingly viewed as a fundamental aspect of modern business practices.

LAST SLIDE –
“Every employee must be essential to the functions of the organization.”
THANK YOU!