Organization management Essay

t sufficient of contents Click to go to partitioning The organisational problem. The Organizational festering discourse they precious. The opinion behind the spirit of the OD preventive. The constraints I geted to sp block off a penny within. The puppets I discrete to theatrical eccentric in the bingle mean solar day shop class. The shop object. How I utilize the wobble scotch kit. The end result Top Drag Me Contents Click to go to section The organisational problem. The Organizational Development interference they wanted. The opinion behind the intention of the OD intervention. The constraints I consumeed to work within.The machines I mulish to purpose in the sensation day workshop. The workshop figure of speech. How I make commit ofd the reposition draw kit. The end result The organisational problem. I was c in on the wholeed into a hospital by their HR charabanc. The hospital admited to break 1 of 7 4/9/2013 236 PM OD interventions subject bea doty. An employee esprit de corps problem. shoot blast///C/Documents and Settings/ faculty/Desktop/OD interventions show window dust esprit de corps amongst its nurses. But as I spoke to opposite s deferholders, the do it became oftentimes analyzable. The HR managers told me that esprit de corps amongst nurses was at an all time low.At the equal time the hospital was trying to swap its culture to become more(prenominal) patient and wampum centric. It started off as a esprit de corps problem. But as I spoke to different stakeholders, it becam e more complex. The matron of the hospital was concerned active the pitiful relationships between the nurses, their unit managers and the doctors. The unit managers were all overspin by the fashion that doctors by-passed them and sh tabued at their nurses. The nurses and their managers blamed arrogant doctors for the poor morale in the hospital.The CEO was concerned that the doctors, who he saw as clients and partners of th e hospital, were not felicitous with the service they were getting. The doctors, chose to locate their independent pr bendices at the hospital, but had the freedom to take their bank line to another hospital, any(prenominal)time they wanted. Losing specialists to competing hospitals would affect his hospitals brand and offering as hearty as its profitability. He was overly jade of being the only leader in the organization, and wished that the managers would begin to take indebtedness and act want leaders.The Organizational Development intervention they wanted. The CEO, matron and HR manager all concord that they wanted a iodine-day workshop for all internal managers in the hospital. They wanted the workshop objective to be To help the managers to uprise a parking area tension regarding what they would need to do as a get together team up, over the next 18 months. The thought behind the design of the OD intervention. I k naked as a jaybird that I had to provide fu rther more than what theyd asked for in their workshop objective. And far more than even the problems they had briefed me on.In choosing my design for the workshop, I inevitable a spear that would Build trust. Allow the managers to vent their frustrations in a elbow room that allowed e very(prenominal)(prenominal) manager to be heard. But not in a means that would de flummox into a disconfirming gripe session slightly the doctors. Get the managers to see all the problems facing the hospital not only their stimulate problems. Get the managers let out of the habit of blaming doctors or the hospital for problems that they could re lap themselves. Get them to take responsibility and begin acting as leaders.Get them to stop seeing themselves and their nurses as being victims of the arrogance of doctors, and to start seeing the doctors as fundamental customers of the hospital. Support the activate to a patient centered and profit oriented culture. servicing them to identi fy the around important issues that they as a leading team need to deal with. supporter the managers to develop a common focus for the in store(predicate). oneness that not only rund their frustrations, but one that would make them stirred 2 of 7 4/9/2013 236 PM OD interventions eccentric person study. An employee morale problem.file///C/Documents and Settings/ provide/Desktop/OD interventions chemise stud about their future day in the hospital. Help the managers to identify the onus changes they would need to make to acquire the future they wanted. Help them identify projects that would help them to weapon those changes. To do all of this in a way that would build a leadership team. One in which team members take responsibility and support one another. The constraints I needed to work within. The hospital could only spread out the time for a one-day workshop. There would be 32 people in the crowd.In this workshop, the treat would be as important as the content. The refore the way in which the group developed their proclaim solutions, was as important as the solutions they developed. We needed a process that would encourage participation, buy-in, ownership, build the managers authorization and energize them. The besidesls I decided to use in the one day workshop. 1. The main(prenominal) in additionl I used was The channel Puzzle rig I had one kit for individually group of 8 delegates. apiece kit consists of Two laminated maps. (A1 size). The starting line graph is called The institution Of immediately.The second chart is called The beau ideal Organisation Of The Future. The design on distributively chart is of the organization as a bother comprising 20 organisational development pieces. The organizational development tool I chose for this complex OD intervention was The tack Puzzle Kit. A counterbalance of water soluble pens which allows the delegates to write this instant onto the laminated charts. The charts give the gate be wiped clean and used again. A box of jot tease to help the groups think about the 20 organizational elements from an Organizational Development and systems thought perspective, as they concluded their charts.2. The secondary tool I used was a champion drill from The Powerful Facilitation cards. These workshop action mechanism cards are designed care recipes. They provide detailed workshop activities to turn over specific workshop goals. I chose a card that helped a group to bring to pass a imagery in a way that fixd fun and arrogant get-up-and-go. The workshop design. I chose The Change Puzzle Kit because it allows a group to do the complex systems thinking they needed to do to solve their own problems, in a very practical and very participative way. This is the process I followed.To ensure that everyone could participate, I divided the larger group into 3 of 7 4/9/2013 236 PM OD interventions caseful study. An employee morale problem. file///C/Documents and Sett ings/staff/Desktop/OD interventions case stud 4 groups of 8 delegates per group. These groups were mixed to provide as a great deal variety as possible. We mixed the groups so we had different functions (HR, marketing, administration & nursing), and people of different ages and races working together in each group. Each group had their own change puzzle kit to work with.I used this diagram to explain the process we would be following which was We would take a systems thinking photograph of the hospital as it was directly with all its frustrations and all its strengths. To do this we would use The Organisation of Today charts and cards. We would do a good brained exercise to take in at what the hospital would be the like 3 years into the future, if it was delighting its patients, was profitable, and a determine where the managers would be proud to work. We would translate that counterbalance brain survey of the future impale into left brained, systems thinking.We would look at the elements that would need to be in place for that vision to work. To do this we would use The exalted Organisation Of The Future charts and cards. We would whence compare what came out of our two charts. From this, we would lease a fewer core changes. Changes that would help us to solve the most important of like a shots problems, and melt us towards the future we wanted. We would then create several(prenominal) projects to make chance upon these changes. How I used the change puzzle kit. tint 1. Provide an overview of the change puzzle The attention span of most groups for auditory sense to a presentation is less than one-half an hour.So, to keep the groups attention, I provided a very quick overview of the charts and clue cards they would be victimization. footmark 2. The groups examine their organization as it exists today using The Organisation of Today charts and cards. 2. 1 instruction manual Each group was given the chart The Organisation Of Today plus th e 20 clue cards about the watercourse organization. They were also given a bound of water soluble pens. They were asked to write on their chart how they saw their hospital today in terms of each puzzle piece or OD element. They could use the clue cards to help them.Each person was encouraged to write how he/she viewed the situation independently of their group as the group didnt need to achieve a consensus. I also explained that some people see things in a autocratic light, others in a negative light and others prefer to put down facts. All of these views were equally valuable. 2. 2 drill Each group spent about an hour record booking their answers. so sooner of having formal feedback, each group hardly read what the other groups had written on 4 of 7 4/9/2013 236 PM OD interventions case study. An employee morale problem.file///C/Documents and Settings/staff/Desktop/OD interventions case stud their charts. This was to prevent a very tedious feedback process and potential co nflict. 2. 3 What came out The three groups were strike that they had akin responses. For example They felt their roles were not do enough. They were too rank obsessed. They felt doctors had too much status and that they needed to be empowered more. There was too much gossip. People operated in cliques. No one was taking responsibility. They felt they needed to bonk one another more.They wanted to create a culture where people fathert feel intimidated when psyche shares adroitnesss. But most of all, they were surprised by how much negativity came out. Surely there are some good things too? One person asked. 2. 4 why this happened Their common responses were due to two design factors the mixing of the groups, and the systems thinking behind the design of the chart they used. Negative responses are common amongst groups when they analyze their current situation. Groups are more positive when they create their own future. Step 3. Groups develop a vision of the future.I used a creative activity from the Create fun and energy section of the Powerful Facilitation cards. I needed to turn around the groups energy from negative and powerless, to positive and creative. I also needed the groups to develop a vision of their future, which was far more creative than barely that of solving their frustrations of today. As they developed their flop brain run into of the future hospital, the groups became energized. Alive. salutary of fun. They began laughing. They worked well as a team. They started excogitation of attack up with brilliant ideas of how they could add note value to the doctors, and earn their respect.They created slogans for themselves showing how they would care for their patients, their doctors and one another. This was the turning point of the workshop. Step 4. Groups complete The nonpareil Organisation of the Future charts. 4. 1 Instructions and activity I remixed the groups so that each of the four visions were now be by members within each new group. I then asked the groups to complete the Ideal Organisation of the Future charts. In doing so, I asked them to think about what would need to be in place for them to be able to live their visions. I encouraged them to be creative.This is because I wanted them to come up with more than simply the opposite of the problems theyd identified in their The Organization Of Today charts. I wanted them to capture all the marvellous ideas theyd had in their right brain vision, onto the Ideal organisation of the future charts. I suggested they also look at the future clue cards to generate even more creative ideas. 4. 2. What came out What came out of this activity were wonderful positive ideas that not only solved the problems theyd identified in their organization of today charts, but started achieving all the objectives Id hoped for when designing the workshop.For example, in order to clear up roles, they though of having a monthly picture board, entitled meet the team. Th ey decided to spend a penny a day where they would 5 of 7 4/9/2013 236 PM OD interventions case study. An employee morale problem. file///C/Documents and Settings/staff/Desktop/OD interventions case stud change roles with one another. They decided to have a programme where as managers, they would go back to the floor for a day, to dampen understand some of the issues that both nurses and doctors faced. They would call in the receptionists of doctors to find out all the doctors preferences.Then they would educate one another and their nurses on how to provide great service to each doctor. They decided that one thing that would build patient centered care, was to think of ways for caring for families of patients who came from out of town. They created slogans for themselves that demonstrated customer care. They decided to lead their teams by getting each unit to develop their own vision linked to the hospital vision. The team became quite excited about what was possible. 4. 3 Why this happened. The groups energy had already dour during the previous exercise.Building on this, we screw that groups are always more positive when they are allowed to be creative, and when they focus on the future. The Ideal Organisation of the Future charts are designed in a way that combines creative thinking and a future vision. Also, by analyzing all the OD elements that would be in place to support their vision, the group could see that achieving their vision was possible and practical. This make them feel hopeful about their future. Step 5. The groups deal core changes. The group was pursy away by all their wonderful ideas. But there were too numerous to implement all at once.They needed to apply the 80/20 principle. one time again I remixed the groups. I asked them to choose 2 changes that would Solve the biggest problems identified in The Organization of Today charts Help them move towards their most exciting ideas in The Ideal Organization Of The Future charts. I as ked them to record these changes in a From and To table. The From would be careworn from The Organization Of Today charts. The To would come from The Ideal Organization Of The Future charts. The four groups were surprised that they all came out with the same core changes.This happened because of the design of The Change Puzzle Kits which gets everyone to use systems thinking, and because we kept mixing the groups. They immediately started volunteering for projects around the core changes. The end result I then got the groups to list what theyd achieved as a leadership team during the day, and what they wanted to do aft(prenominal) the workshop. What came out was how amazed they were at what theyd been able to achieve in one day. They left the session excited and motivated. You may also like Case studies A schema instruction execution case study This describes a two-day workshop.6 of 7 4/9/2013 236 PM OD interventions case study. An employee morale problem. file///C/Documents a nd Settings/staff/Desktop/OD interventions case stud to help an executive and management team to develop a comprehensive plan to implement their strategy. Member tools Poor morale in the workplace a diagnostic tool Based on a complex decision tree, this powerful coach tool provides a quick way to diagnose your particular morale problem. It provides over forty possible solutions and helps you choose the stovepipe solution for your particular problem.How to rebuild morale afterward an organizational restructure. 4 OD interventions to rebuild trust, focus, morale and commitment after an organizational restructure. A CEOs guide to implementing strategy What to do after youve developed a strategical plan. How to use your vision to lead an executive team. The 12 steps for aligning your organization to your strategy and getting them to implement it. Develop an universe system that results in a ethnical change. How to develop an innovation culture in your organization. ArticlesTeam l eader skills Managing Morale Managing morale is a key leadership skill because it determines whether or not a team has the energy, confidence and commitment to perform at their best. Inspiration at work How to animize and motivate your team at work. serviceable EQ and SQ tips for leaders. Restructuring Organizations Leadership problems after an organizational restructure. Typical problems experienced by leaders after a restructuring exercise. The role of a change agent during an organizational restructure. The role a change agent can play during a restructure. When to do strategic planning.Strategic planning as an OD intervention. Participative tools to use in OD interventions The Change Puzzle KitA powerful tool for any OD intervention that requires group participation, systems thinking or a diagnosis of a problem. Powerful Facilitation CardsA set of OD activities to choose from to use in your OD intervention workshop. Winning the Game of Change A powerful planning tool for mat uration an OD strategy for your organization, or for assist your executive team to plan to implement their strategy. Contains 20 cards covering the major(ip) OD interventions. 7 of 7 4/9/2013 236 PM.