ORGANISATIONAL DEVELOPMENT

INTERNAL ASSIGNMENT – SANA PATEL (E- MBA)

 1st CASE STUDY

Mrs. Jancy works with TBL global services, IT project management company,
in the HR department. Jancy is known for her involvement not only in her
duties but also in other various activities of the department. She was aware
of many minute details about the department throughout her tenure. Hence
she becomes a point of contact for any such information which often
consumes her time.

She is loaded with responsibilities very often, sometimes given to her and
sometimes taken by her. In the beginning, she was happy with her profile
and gave her the best in all the responsibilities with her. When years pass
and she gets elevated to higher responsibilities she becomes overloaded.
Still, she was happy with her job.

One fine day suddenly, she realized that many of her colleagues complete
their work on time and also equally take care of their personal life. On the
other hand, Jancy, having been loaded with responsibilities completed it
partially at work and partially during her personal time. This becomes a
reason for her stress.

She started questioning her ability to not being able to complete her work at
the scheduled time. Later, she understood that apart from given
responsibility she was involved in many other crucial activities of the
department which becomes her additional responsibility which slowly the
people forget that it is not under her job profile.

Jancy Being highly disturbed started feeling her job as a burden. She thought
she can’t come out of this because the habit which she developed for herself
and her coworkers is irreversible. So she finally decided to take a break from
her job.

She fixed an appointment with the head HR, Mr. Ratan, for her resignation,
He knows the fact that her involvement is irreplaceable and he also knew
that she can be his competitor in a very short period, so, he had some other
plans for her.

During the conversation, Ratan understood that Jancy is highly stubborn in

leaving the job. So he convinced her to do work from home and advised her
to limit her responsibilities as she will not come in any direct contact with the
employees. Jancy happily accepted the option and she felt relaxed.

At the same time, Mr. Ratan was reporting to CEO Mr. Vedant “Sir, I didn’t
accept the resignation. I have given Jancy the option of work from home and
she accepted to continue the job”. Mr. Vedant asked ” but Ratan how did you
made her accept this offer. And why you have given this option. As per her
colleagues, her nature of doing the job is a key component.”
Mr. Ratan with a smile replied. “Sir I advised her to limit her responsibilities
to her profile by opting for work from home. She accepted the offer. And I
am very sure that her very nature of involvement will not allow her to restrict
her responsibility even after opting for work from home.” So I am not going
to lose the benefit of her involvement.

Mr. Vedant was worried by the last words of Ratan, he thought.”How I am

going to execute my plan of replacing Jancy in Ratan’s position of Head HR
as she opted for work from home and why did Ratan has that option to her.
Is this a planned show “.

Questions-

1. Whose assumption is correct Jancy or Ratan

This is a hypothetical question. If Jancy could be determined then her

assumption could be correct. But she is not so determined with her decision
of limiting responsibility then Mr. Ratan’s assumption will be correct. 

2. According to you what could be the reason for Jancy being overloaded
is it the fault of organizational structure or the nature of Jancy

If we analyze the case there is a hint given: Mr. Vedant CEO wants to make
Jancy as head HR. This shows that he is aware of what is happening in the
department. also, he knows who is working with high involvement. Hence the
Organisation structure seems to be proper. In the case, it is mentioned that
Jancy undertakes responsibilities on her shoulder even though it is not under
her profile. both the above-said options could be a reason for Jancy being
overloaded majorly because of her nature and minorly because of the
structure.

3. There was a question raised by Mr.Vedant in the last para. Was it a

planned show ?

Mr. Vedant, the CEO, seems to have a clear idea of what is going on in the
department. He is not much satisfied with Ratan which could be understood
by his idea of replacing him. So, he got a doubt on Ratan, whether he is
purposely putting the burden on Jancy by overloading her with responsibility
and gave her the option of WFH. By this both this he getting two things: 
His competitor Jancy will work from home only so she will be away from the
organization. Secondly, he can easily get the work done from Jancy using her
nature of Involvement.

Mr.Vandant analyzing these things thought that it could be a planned show

by Mr. Ratan.
 2nd CASE STUDY

In this assignment, the case study of Ben and Jerry has been discussed. The
key facts of the case study and its best solution have been mentioned. How
to resolve the issues related to team building and other management issues
in a way to stay in the business has been detailed in this assignment.

In the case study of ben and jerry, it was mentioned that Ben and Jerry were
working in the organization. They are a friend and they desire to open the
ice-cream scoop shop. Finally, they open their company to producing the
best ice- cream. Initially, their aim is not to earn money their main motto
was to manufacture the best quality of ice-cream for the consumer. People
like their ice-cream very much due to its unique taste and deliciousness.

Due to their best effort and innovation, they gain a huge customer in the
market. They have been recognized as incredibly delicious (Bourgeois et al.,
2017). Various agencies and research organization gave them a name as
incredibly delicious. Customer and other stakeholder feel that their internal
culture of working is very fine and funny. From outside people believe that
internal working environment of the company is quite satisfactory and
enjoyable. Worker performs their task and having fun at the same time. But
it was not the same as its look from outside.

Although their policy is quite inspiring such as contributing 1 percent of the

profit in defense and encouraging the other organization to take part in it and
contribute their profits 1 percent in defense (Murray et al., 2015). Another
policy of ben and jerry is pay structure of the company that is 1:5 ratio that
is if the labor is getting the 1Rs then the manager will able to earn 5Rs  so in
this way whenever management tries to increase their salary they need to
raise the salary of the labor first. Ben and Jerry Company was performing
well and became the leader in New York and Boston

Suddenly one major competitor hampered their operation by restricting the

retailer and other mom-and-pop convenience outlets not to keep the
products of the ben and jerry. So this action was hampering and putting a
negative impact on the growth and operation of the ben and jerry company.
So for this, they stared themself to reach out to the various retailer and
stores to convince them to keep their product for selling and for promotion.
In this way, Ben and Jerry started promoting their product in the market.
And for the improvement of their internal management they hired
professional and Henry a member of the board who was very well known for
his motivational speeches and role in organizational development. He was
expert in human relation and development. So through Henry contribution,
the situation of the company has resolved up to some extent. It made them
realize the organizational development and human relation to the employee
and other board members. So this way the problem has been addressed.

Facts of the case is that organization need to focus on the organizational

development. It needs to focus on goals and human relation. Although the
organization is very well performing it is contributing to society also.
Contributing 1 percent to the peace campaign and encourage other
organization also to do so. Initially no motive of Ben and Jerry to earn a
profit. Manager and other member used to focus on fun and healthy working
environment their main motto is to make the work interesting and funny.
 
1. Initially ben and Jerry have started their business with the motive of
not only earning huge profit.
2. No proper planning was done to start the business by Ben and Jerry.
They were not prepared and don't have a proper predefined plan to
operate in the market and no plan for competitors.
3. Proper coordination and team building was not focused initially
4. Underdeveloped organization. No focus on the coordination and team
building and human relation.

Various facts have been identified while reviewing the case study. While
reviewing the case of study of Ben and Jerry various facts came into the
scene. It was observed that when initially Ben and Jerry planned to start
their business of producing the best Ice-Cream they missed to plan about
their strategies to meet the competition and they didn't focus on team
building and proper communication between the employee and the manager.
No formal rules and regulation about responsibility and accountability have
been defined in the organization. It was also found that no clear goals and
objectives at the initial stage have been formulated. Only the main aim of
Ben and Jerry is to supply the best quality of the ice- cream to the customer.
Missing of the proper planning regarding the competition. The manager was
not working as the team nor they use to formulate the goals neither they
formulate clear responsibilities and roles.  
Questions-

1. What do you think are the key issues after going through this case
study. Elaborate.

The key issues in this case study are that no proper planning is done in
advance by Ben and Jerry. Proper coordination and communication are
missing from the organization and department. The employee was not taking
any responsibility. All this is only because of the missing clear goals and
responsibilities. The major reason is due to missing of the organizational
development that is it seems that the organization is under organized and
not focusing on the human relationships in the system.
Missing of priorities of work, no proper planning regarding competition,
under-organized organizational structure, no proper communication system,
no clear and definite goals and responsibilities are the key issues in the
organization. The very key issues that both Ben and Jerry are under
organized in handling the various challenges due to rapid growth in the
market.

2. Was Ben and Jerry’s approach correct? If no what alternative would

you suggest.

In a way to resolve the issues and address the situation various alternative
course of action are available such as proper training to the manager and
supervisors is to be provided in a way to make them responsible and to set
the clear goals and mission. Training to have team building it can be done
only through conducting the program and making the staff and manager take
part in the program. The program should aim at building the team spirit
among the participant.
Making the Ben and Jerry and other staff and manager to understand the
purpose of manufacturing the ice-cream, purpose of selling the ice-cream
and so on as it will enhance and enables the members and staff to
understand the clear goals and mission of the organization. Proper training
and education to all in regards to making them aware of the team building
and its importance. Bringing the organization development intervention in
the system by enabling all to coordinate and to take their responsibilities.
Out of various alternative, the best alternative to resolve the issues is team
building through organizational development intervention. As it will lead the
organization work effectively and efficiently. As in this case of Ben and Jerry,
the best alternative to resolve the issues is to build the team spirit that team
building through organizational development. As in this case, no proper
coordination is found so through team building proper coordination will be
enhanced. In this case, study manager is just working with the staff and not
focusing on the other managerial activities neither they are aware of their
proper responsibilities and roles so through proper training and team building
they will be able to bring the change in the organization in a positive
direction.

Through this approach, all will able to know the mission and goals. So the
best alternative is team building as it will make the manager to priorities
their task and enable them to handle the growth. Through this team building
mind mapping can be done which enable the manager and the staff to think
what they want to do and how they can achieve that. As it will provide sound
medium to self-disclosure. Team building will enable the manager to do the
things in a much better manner and it will make them take responsibilities
and work collectively in the team. So in this way, the organizational
effectiveness and efficiency will be increased.

3. Development of teamwork, do you think it would have helped to solve

the issues in this case? How would you conclude this case.

As team building is used in organizational development mainly to loosen up

the over-organized process and system in the organization. But here in this
case study under-organized system was found. So, in this case,
organizational development intervention regarding team building is very
much required. As it will provide the proper structure to the Ben and Jerry
Company to operate

While diagnosing the constraint to determine the organizational structure in

regards of under organized or over-organized various factors should be kept
in minds such as proper planning and coordination, perfect team building
structure, human relation, clear role of responsibilities and roles. If proper
planning regarding organizational development intervention is done then it
will put a positive impact on the organization, as it will increase the zeal and
interest among the staff, manager, and staff will be clearer about their
responsibilities and roles. Proper communication and coordination are
possible. Effective and efficient work system can be adopted through
Organizational development intervention. Through this strategic as well as
competitive advantage can be gained.

At the end of this assignment after reviewing the case study of the Ben and
Jerry strategic recommendation can be made to resolve the issues prevailing
in the organization. 
Recommending for team building through organizational development
intervention. Recommending to take the manger to retreat (team building)
as it will enable the manager to develop effective communication and it will
also build trust skills which is very much needed in this specific Ben and Jerry
case study. As team building (retreat) will make the whole organization work
effectively. So the best recommendation to avoid the issues associated with
the Ben and Jerry case is to develop the team building.

At the end of this assignment, it can be concluded proper team building and
trust is very much necessary in a way to work effectively and efficiently.
Proper communication and coordination are also possible through team
building. So as par this case study it was found that teamwork plays a vital
role in organizational success. As it enables the individual to know their
strength and it makes goals clearer.
 3rd CASE STUDY

1. What are your views on How does a company with an OD approach differ
from one without that approach?

Unlike non-OD companies, OD companies stress on approaches that are

carefully

planned and that are meant to improve or change organizational processes

and structures. This has the objective of maximizing organizational
effectiveness and minimizing the negative side effects.

In addition, a company that employs the OD approach makes use of a

holistic approach that aims to transform behaviour and thought throughout
the organization. Just like other approaches, OD processes also consist of
data gathering, change planning, and change implementation and
management. However, unlike companies that use other approaches, other
elements that comprise the OD approach include interventions, change
agents, and action research.

2. Which company would you prefer to work for – one with an OD approach
or one without?

I would prefer to work for a company that uses the OD approach because
such a company is bound to be more employee oriented, that is, a company
that looks after its employees’ well-being. In a company that employs the OD
approach, the goal is to continuously improve company efficiency and
productivity through the creation of an atmosphere where employees can
grow. This approach can be used for effecting organizational change or for
improving specific operations. In particular, a company that uses the OD
approach would aim to improve workplace communication and provide team
building exercises, performance rewards, and training among others.

A company that employs the OD approach also fosters interpersonal

relationships as this approach focuses on working individually with
employees or in groups in order to establish stronger interpersonal
relationships among team members. In particular, a company that uses the
OD approach recognizes the development of productive work groups and the
process of team building as important parts of the organization’s
development. The company also aims to improve employee relationships,
which leads to employee morale being boosted and employee turnover being
reduced. In addition, this type of approach provides the employees with the
resources that would help them succeed and that would allow them to better
understand the company’s expectations of them.
As well, a company that uses the OD approach is adaptable in that the
approach enables the company to develop an expansive network of
communication and contact with all employees. Because of this, adaptability
becomes easier through personal contact with the employees when changes
are necessary for adapting to changes in the market place. In other words, a
company that uses this approach has well established methods for the
communication and implementation of change, which allow it to remain
proactive in the market place.

3. Do OD companies offer a higher value proposition to their customers than

non-OD companies? And if so, why don’t all companies take this approach?
Highlight your views.

Yes, OD companies offer a higher value proposition to their customers than

non-OD companies. However, not all companies take this approach because
not all companies have the resources to implement it. For one, implementing
the OD approach comes with a lot of administrative challenges, such as the
added responsibility to the managers and the employees for maintaining
open and constant communication as well as for evaluating the organization’s
needs. Furthermore, this approach entails the addition of certain
organizational structure elements such as the creation of work groups to
address changes and issues in the company’s strategic planning and the
management of workplace diversity. As such, it can be quite difficult to
maintain an efficient OD program.

Still, another challenge that the OD approach poses is that it involves

processes that consume a lot of time, which in turn can slow down
productivity, as well as the company’s ability to react to urgent issues or to
make changes.

4. What are the first things that you will do in order to create a plan for
change which will maximize efficiencies, utilize current processes, and ensure
that profits continue?

The first step I would take, in accordance to Kotter’s 8-step model, is to

create urgency, that is, to create an urgency around the necessity for
change, as this can motivate everyone in the organization to work together
towards the change. Some of the things that can be done to achieve this are
to identify the potential threats and to create scenarios that would show
organizational members what can happen in the future if these threats are
not addressed in a timely manner. Opportunities should also be examined
and exploited.

As well, it’s important to get the organizational members’ buy-in in order to

make the change successful. To do this, it will help to have honest
discussions with the managers and the employees where they can be
provided with convincing and dynamic reasons for the change, which will
make them start thinking and talking. In addition, the argument can be
further strengthened by requesting support from industry people, outside
stakeholders, and customers.

The next step would be to form a powerful coalition to convince people that
change is needed. Good eldership is necessary for managing change and
that’s why it would be important to form a team of influential people whose
power or authority comes from various sources such as expertise, status, job
title, and political importance. The team can then work together to continue
building momentum and urgency around the need for change.

When forming this team, it would be necessary to determine who the true
leaders in the organization are. After selecting these people, emotional
commitment should be asked of them. Team building should be facilitated
within the group and it should be ensured that the team includes people from
various levels and departments within the company.

The third step is to create a vision for change. This will help them understand
the reasons they’re being asked to do something. This can then lead to less
resistance as the changes being imposed on them will make more sense. The
vision should be easy to grasp and remember and should include the values
that are central to the change. In addition, the team should have a strategy
for executing that vision.

The fourth step will be to communicate the vision. It should be

communicated powerfully, frequently, and embedded in everything that the
organization does. It would help to talk about it whenever possible and not
just during special meetings. The vision should also be used as a guide for
making decisions and solving problems. This way, the vision for the change is
kept fresh on people’s minds, which will enable them to remember it and
respond to it. In the same regard, company leaders should be able to
demonstrate the kind of behavior that they want from the other members of
the organization and they should be able to honestly and openly address the
people’s anxieties and concerns with regards to the change.

After completing these four initial steps, the actual change implementation
can already begin with the rest of Kotter’s eight steps, namely the removal of
obstacles; the creation of short-term wins; the development or building of
the change; and the anchoring of the changes in the organization’s culture.