Question

Organizational Effectiveness and Development Scenario (Human Resources)

A small, family-run organization has always pursued a differentiation strategy that emphasizes quality and customer service. The CEO decides to retire and sell the business to a mid-sized competitor who has always employed a cost leadership strategy. As part of the sale agreement, the CEO insists that all current employees be retained. Within four months of the acquisition, the VP of HR sees that almost 40% of the acquired employees have left the organization, taking critical knowledge with them. If this continues, it will affect customer service.

1. What type of OED( Organizational Effectiveness and Development) intervention should the VP of HR consider first? ( support the answer with appropriate reasoning as per the above scenario with 100 words)

Answer 1

Organizational Effectiveness and Development intervention means some planned actions used to increase the effectiveness ofthe organization and the interaction between the employer and employee which lead to an organizational development. there are many types of interventions focusing group as well as individuals . some are stated below:

1. team interventions: in this method the group of employees and their common superior will have face to face interactions as they are interdependent in certian level to perform the organizational task. this may promote team buliding, conflict management, group facilitation, group learning.

2. individual interventions : it involves counseling, leading, behaviorial guidance motivating and delegating individuals in person so as to enhance the group performance.

3.human resource management interventions : it involve employee performance mangement like performance and feedback, rewarding performance, identify performance gaps,staffing. employee wellness programmes like employee assistance ,preventing violence in workplace, safety in work place , diversity mangement. employee dvelopment programmes like leadership development, training and development ,productivity planning , personal wellness etc.

4. techno structural interventions : this focus on making changes in the task, structure and technologies involved in achieving the organization goal. it involves division of labor, organising jobs and roles, outsourcing, and change in job design.

5. strategic interventions : it focus of businessplanning and cultural changes.