Bringing It All Together

As mentioned, all these aspects of the intervention of Organizational Design and Development were explained in isolation. They all work together in three sectors: Empowerment, Organizational Pro-Action, and Organizational Values. This page will fuse the pieces together and explain how they are used in each sector to support changes in an organization and come together to completely transform a place of business.

Empowerment

Empowerment Interventions inspires employees to do their best on the job to improve their skills and continuously seek opportunities to grow professionally. Organizations encourage their workforce growth by providing this type of intervention using team strategies, virtual teams, and problem solving.

Team Strategies provide an affected approach for people to work better on the job. Using team efforts to reach goals can help with motivating, mentoring, and improving their results. This also results in satisfied workers that produce quality products and who take pride in their work (Van Tiem 2012).

Virtual Teams allow people from different geographically sites to accomplish their goals by using communication technology such as Zoom, Skype, and iPhone Face-time. The performance improvement practitioner will work with management in an organization to find out what’s the best way to utilize productive ways to use this tool.

Problem Solving is the process of finding the problem, collecting the data, locating issues, considering changes by adjusting when necessary. “Problem solving is a high-order cognitive skill.” (Van Tiem, 2012)

Organizational Pro-Action

Pro-Action Interventions

Transformation, alteration, and difference all are some form of change. How and why change takes place within an organization, often helps determine the level of acceptance during the change process. While some embrace change as a new beginning, others may feel that change is an unnecessary stress. It is the job of the performance improvement practitioner to reduce the stressors related to any the change process. Pro-active organization design and development interventions provide direction (Van Tiem, Moseley, & Dessinger, 2012, p. 379). Change planning needs to involve participative cross-functional and cross level approaches (Van Tiem, Moseley, & Dessinger, 2012, p. 379). Performance improvement practitioners and organizational leaders may use interventions such as; strategic planning, environmental scanning, appreciative inquiry, outsourcing, benchmarking, balanced scorecards, and dashboards (Van Tiem, Moseley, & Dessinger, 2012, p. 379).

Let’s consider what it takes to build a house; you’ll need a location that meets your needs, floor plans, building permits, and a builder or contractor. All of the mentioned details to begin the build have happened before the home owner has ever broke ground on the foundation. Pro-active interventions are a way to stabilize the foundation of an organization. Additionally, pro-action interventions contribute to the long-term success for an organization. Knowing what your assets are before making a change can reduce the unnecessary strain on the organization and its employees. This is where utilizing interventions like strategic planning and environmental scanning can be beneficial in creating radical changes within an organization. Even minor interventions like a balanced scorecard help, measure and manage the organizations progress towards meeting their established goals and objectives.

Knowing what needs changed and what does not is half of the organization’s success. An example of why an organization should use Pro-Action intervention is New Coke. In 1985, the Coca-Cola Company took arguably the biggest risk in consumer goods history, announcing that it was changing the formula for the world's most popular soft drink, and spawning consumer angst the likes of which no business has ever seen (Conversations Staff, 2012). I have added the link below for those who are unfamiliar with this story.

https://www.coca-colacompany.com/stories/coke-lore-new-coke

Organizational Values

When implementing any type of intervention, it is necessary to be sensitive to the people whom will be directly affected by the implementation, the workers. As the HPT Practitioner, there is a dire need to become familiar with the diversity and culture of an organization. Factors that contribute to the culture of an organization are rooted in the mission and vision. Culture can vary from close knit groups or friends to overall employee behavior. The culture is used to redefine, clarify, emphasize and ultimately leads to creativity during interventions ( Tiem, 2012).

Diversity is a another contributing factor in organizational values. Diversity can be described as all employees, rites, symbols, ethnic and religious representation, and the list can can go on and on. These are the things that can separate us regardless to the commitment that is cultivated to the mission and vision of a business. When used correctly and with care it can be asset to any business. How well companies are represented among diverse backgrounds can really boost sales, visibility, and support within a community both locally and globally.

Globalization and localization work separately and collectively. This is really based on presentation of a business and how they want to be and are viewed on different levels. In a global market, the aim is to basically out perform opponents on a global scale . This is normally achieved by outsourcing jobs, combining purchasing volumes and centralizing key aspects (Tiem ,2012). As it is narrowed down to a local focus some parts of the globalization are removed or modified to make it more appealing to different cultures. In the workplace this is done to respect different customs, expectations, and heritages to the local population.

This is done with respect to social responsibility of a company. As companies grow in different areas and become popular. They tend to become more socially aware of the things that are taking place around them and how it affects their products and customers. This can fall over into the realm of politics, religion, and boycotts just to name a few. Big corporations have begun to respond in various ways from supporting causes to dropping brands whose social, ethical and global causes differ from their own. We have seen this shift in companies as their social awareness changes.

Ethics sets the standards for good and bad actions. These standards are decided on whether they effect you socially, professionally, or individually. The outcomes or punishments vary accordingly. An individual's decisions can negatively or positively effect a person in all three areas also. When implementing this type of change within a business it is better if it is taught and practiced in an ongoing matter and not as an one time experience. The champions and heroes of a business usually consist of the upper management since they are the face of the company.

When all of these factors are brought together as an intervention the result is good decision making. basing decisions on this involved valuing ideas, contemplating options, and resulting actions. The resulting actions are not always in favor of what everyone in the company wants, but it is what is best for the company.