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ORGANZIATIONAL DEVELOPMENT (MGMT628)
Due Date: 1st December 2015
Total Marks: 10
Objective of activity The prime objective of this activity is to help students understand the basic issues confronted by OD practitioners and how they should deal with them. Learning Outcomes After attempting this assignment students will be able to:
• Identify issues and problems relevant to OD
• Understand different types of consulting models
• Comprehend OD practitioner styles in relation to organizational issues.
OD Issues and OD practitioners
SkyLine is an international airline services providing company. Recently, the industry has seen new entrant, HomeAir, offering relatively lower airline fares with better services to make customers’ travelling experience more comfortable. For instance the online information system at HomeAir offers extra features such as inquiring about customers’ preferred seat, meal and even TV show to be watched during the flight. Similarly, these preferences are ‘remembered’ by the intelligent system for repeat customers. Customer service is kept a top priority at HomeAir so much so that all airline staff goes out of the way to ensure customer satisfaction. HomeAir employees appear more “happy” and “motivated” to do their work as compared to employees at SkyLine. On the other hand, SkyLine also runs an online information system; however, this system is used for basic transactions, flight schedule, inquiry and bookings. Employee performance at SkyLine has been minimal due to the recent financial loss suffered by the company which has resulted in downsizing of employees and late payment of salaries. Amidst financial crisis, SkyLine is depending on the loyalty and dedication of its employees to keep the airline afloat and running. Management at SkyLine is centralized and concentrated at the top of the hierarchy which results in delays in certain day-to-day problems faced by the airline staff on the job. Top management realizes it must do something to save the company and hence it is suggested that an outside consultant should be brought to identify the company’s strength and how to use it to an advantage.
1. Based on the scenario above, identify which issues faced by SkyLine relate to Organizational development. (2 marks)
2. Which type of consulting model has been adopted by SkyLine management? Justify (4 marks)
3. Which OD practitioner style would you recommend to be best suited for SkyLine? (4 marks)
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yh len sis... yhn py discuss kr lyty hn but koi kry to e na.... i wasn't knw abt ur post
Anybody knows consulting model ?
task 2 of assignment ..
is this OD practitioner models ?
The role of the OD practitioner is varied and dynamic. Descriptions include; helper, advisor, sounding board, navigator, coach, facilitator, designer, developer, leader, consultant, expert, partner, problem solver, diagnostician, process specialist and collaborator. These roles can be practiced as an employee within the organisation or as an external consultant. Whatever descriptor is used to describe the role, the truth is the OD practitioner role is varied and purposed with helping clients to improve the effectiveness of their organisation developing both business processes and people processes within the context of the organisation. OD practitioners are by their very practice humanistic and that makes their practice relational based, and puts the OD practitioner at the centre of change and development efforts; using ‘self’ as an instrument to drive change and help the organisation develop through each of the phases of the OD cycle; Diagnostic, Intervention and Evaluation. -
Here is the Ans about consulting model..
Task 3 ..
Five Different Types of Practitioner Styles or Roles
The Stabilizer Style
The Cheerleader Style
The Analyzer Style
The Persuader Style
The Pathfinder Style
see lect 11 ..
which 1 is best ?
Which OD practitioner style would you recommend to be best suited for SkyLine? (4 marks)
In my opinion Pathfinder style is best suit ..
what about you ?
Check this PPT ..
I think external consultant select hoga . bcz assignment k last may mention hai k ,,
(Top management realizes it must do something to save the company and hence it is suggested that an outside consultant should be brought to identify the company’s strength and how to use it to an advantage)
Organizational practitioners, also referred to as change agents, are directly involved in organizational functions where a change in policy, procedure, leadership or even business model are concerned. The primary objective of the organizational practitioner is to act as the liaison between upper-tier management and employees or team members of the organization. It is the role of the organizational practitioner to work between both parties to ensure change is understood and put into practice. Depending on the change being made, or the type of organization in question, different organizational practitioner styles are available to help suit the needs of each organization's unique makeup.
The Cheerleader Style of an organizational practitioner is a variation which is the most enthusiastic in the practitioner's approach and personality when working toward change. This style is characterized by the practitioner remaining upbeat and motivated. Similar to a typical cheerleader, this style is used when the happiness of those being directed is deemed important, and is also helpful when change issues could affect morale.
Organizational practitioners operating under the guise of a Stabilizer Style work in a manner that is neither overt nor undercover. This style is highlighted by the practitioner's ability to work with teams and groups in a calm and rational manner, with the goal of causing as little disruption as possible. This style is preferred by upper management and larger organizations to assist with change in policy or procedure that may be viewed as negative or out of character for the organization. The stabilizer keeps a balance between the needs and goals of management and the layman's thought processes and feelings.
Using the Analyzer Style, an organizational practitioner uses analytical techniques to work on problems, issues, concerns and logistics. This method places the overall goals and needs of the organization, as an entity, above the needs of individual members of the organization or specific teams. This method is useful in situations in which the organization is willing and able to handle backlash, while allowing the organizational practitioner to remain focused on solely working toward goals and solutions alone, without having to handle the input of others. This is a task-oriented style.
The Persuader Style works on maintaining harmony in situations where changes in process or policy could have a negative impact on morale, work environment or thought process. This method requires the organizational practitioner to remain neutral in both thought and approach. Maintaining a low-key approach and staying on task are among the ways in which this style is unique. This is the least confrontational approach, as the organizational practitioner works independently on tasks and does not seek the input of others, but rather helps persuade others that the task is right on track.
The Pathfinder Style is the most team-oriented and focused method one can choose. One of the primary functions of this style is for the organizational practitioner to lead a team by rallying team members to keep everyone focused on the same goal. The premise of this style is rooted in the theory that strength exists in numbers. The organizational practitioner leading the charge is referred to as a "pathfinder," as it is up to the practitioner to keep everyone moving in the same direction and actively involved.
Yes Practitioner should select Pathfinder style because here effectiveness is high and involvement of people also high. Higher degree of satisfaction.
Yes it should be Pathfinder style.
Ok so pathfinder style done