Introduction
An organization development intervention consists of a series of actions, events, and activities aiming to increase any company’s productivity and performance. The interventions range from the programs launched by the organization to unique customized practices by the employees. Strategies for the development focus on areas that need change and handle problems facing the company. Proper management strategies require effective communication from the manager and good leadership skills to steer the activities set in place. These OD project interventions will cover the target organization known as Global View examining its background information and the products produced. Problems faced, and root causes will also be discussed.
Organizational Background
The selected organization in this report is Global View, located in Arizona in the United States. It specializes in the large-scale production of paper products for office and domestic use. They include kraft bags, pressure-sensitive papers, liquid package containers, and paperboard. It began its operation in 1987 and has over two thousand workers. It operates in the production industry and has yet to become the market leader due to some challenges faced by the management. The organization’s mission statement is offering quality services to all individuals in the society (Wei et al., 2019). The produced products are exported to other countries in large-scale sales. Other small-scale retailers can also buy and sell the products to the citizens.
Approach
I am approaching the proposed project as a worker involved in the daily production activities of this company. This strategy is effective since I have experienced most of the issues that will be discussed, and I am aware of the necessary changes that should be made to improve the organization’s efficiency. Most importantly, since I am the team leader of the workers, I would approach the manager and share with him the necessary changes that should be made in the structure of the company to improve its efficiency. The company produces large-scale goods, most of which are exported to other countries for use. The workers are required to adhere to the set rules and regulations, and failure to which leads to suspension from service.
Organizational Problems
The organization face many problems like low productivity, turnover, disconnection between the workers, cultural diversity, and environmental pollution. Turnover refers to the ability of the company to retain and employ experienced workers (Abdulla, 2021). Only professionals with expertise should be observed during the interviews to improve the quality of goods produced. However, increased corruption cases during the employment period lead to the employment of unqualified individuals since the focus on skills and knowledge is never a concern.
Problems arose from the organization’s inability to coach and measure the skills of existing workers leading to poor productivity. Coaching sessions aim to educate the workers on how to deal with problems arising from the workplace and other emerging issues. For instance, in situations like the recent COVID-19 pandemic, most companies failed to continue their business operations due to their inability to adapt to the changing environments (Van Zyl, 2020). Some individuals were required to work from home, exposing them to many problems related to advanced technology.
Poor communication skills between the workers lead to disconnection where interaction is poor, affecting teamwork. The working environment must be adequate for the employees to increase goods and services production. Situations arising from disagreements between them may create enmity resulting from poor problem-solving strategies. The central personnel must therefore be educated on handling conflict and disagreements by applying the most appropriate and practical techniques to all the affected persons.
Issues of cultural diversity arose when there was a contradiction between the surrounding community requirements and the company. The organization must examine the community’s culture to avoid the development of negative attitudes towards the company’s brand leading to reduced sales and production. The general outcome results in the failure of the company to be a famous producer in the market, affecting the involved activities. In this perspective, the need for organizational change arises from ineffective socialization within the community, implying a negative image of society.
The nature of the organization’s problems is structural since, through proper management techniques, they can be solved quickly. The problems are more service as they interfere with everyday production activities. Further, an implication of conflicts likely to occur between the locals and the management can lead to the company’s closure (Mikkola, 2019). This may lead to more losses the investors in general. The discussed problems are common to other companies operating in the various industries (Gul Abbasi, 2018). Upon a close examination of the organization, the root cause of the problems is improper management strategies by the company director.
Managing change at the manager’s communication level involves using practical interaction skills. While talking to the employees, he should maintain eye contact, use official language, and avoid contracting verbal cues (Errida & Lotfi, 2021). He should be a role model as a leader for other workers to emulate his behavior. Further, the workers should be encouraged to be leaders in all situations without being monitored. Collaboration between workers involves teamwork, and they can be guided on activities that can increase their relationship.
Conclusion
If I were an external OD consultant, I would contact one of the workers concerning the functional requirements within the organization. This will be the most appropriate methodology since the target individual has to experience within the field and is aware of the organization’s structure and working requirements. I would include contact information between the two parties and a specification of the working terms and conditions in the contract. Finally, a decision on what should be done in case of contract termination should be indicated. A maintenance fee structure would be developed for this particular case to monitor how the existing resources are utilized.
References
Abdulla, K. (2021). Corrosive effects of corruption on human capital and aggregate productivity. Kyklos, 74(4), 445–462. Web.
Errida, A., & Lotfi, B. (2021). The determinants of Organizational Change Management Success: Literature Review and Case Study. International Journal of Engineering Business Management, 24(13), 18-79. Web.
Gul Abbasi, S. (2018). Leadership styles: Moderating impact on Job Stress and Health. Journal of Human Resources Management Research, 2018, 1–12. Web.
Mikkola, L. (2019). Supportive communication in the workplace. Workplace Communication, pp. 149–162. Web.
Wei, H., Roberts, P., Strickler, J., & Corbett, R. W. (2019). Nurse leaders’ strategies to Foster Nurse Resilience. Journal of Nursing Management, 27(4), 681–687. Web.
Van Zyl, G. (2020). The impact of new production technology on employee productivity in the South African Workplace. Journal of Economic and Financial Sciences, 13(1), 2-8. Web.