ORGANIZATION CHANGE AND DEVELOPEMENT

‘’MUDDLING THROUGH” TO MAKING MILLIONS

Submitted by :- Submitted to :-

Monika Chaudhary Dr. Anandita Chatterje

17/FMS/MBA/069
Learning outcomes from the case muddling though to making
millions

Strategic planning is the first thing which should be kept in the

mind by the top management before execution of the project
because planning lays down the other process in the
organization.
There should be proper communication between top
management and the employees. They must work hand in hand
so that chaos and conflicts could be minimize

If a company is facing downsizing and lack of coordination

among people then the reframing of the organization must
be done which should focus on improving customer
relations and company’s profitability that would help in
organizational development.

Everyone should be clearly stated what they are expected to

do, what is their work in the company so that they can focus
on their own part.

Team management could be done effectively if the agenda is

break down into groups and sub groups so that the perspective
of each and every individual would be considered and there
would be no difference of opinions.

AS the company with the help of consultant brings the concept

of CHAMPIONSHIP it helps the initiatives to have full ownership
and engagement of the project, to complete the tasks with
more power and involvement.
Analysis of the case :-

o Problem faced
1. Lack of clear strategic planning
2. Board of directors were facing problems of
better output, profitability and
transformation of the company.

o Role of consultant (Hired by the company)

1. He has been advised by the top management
2. He made two day visit (Conducted interviews and
reality check)
3. He shortlisted three things in the first session:-
 Understand competitors and critical success factors
 Determine what executives wanted the company to
be and to do
 Generate first draft corporate mission

o Issues faced by consultants

 Difference of opinions
(about industry)
 Lack of coordination
and Team work

o Steps taken by the consultant

 He started taking one to one topic
 He breaks the agenda into subgroups and ask
executives to write their own summary so that
opinion of each individual could be considered.
  He keeps on guiding initiatives at each stage because
transformation is a long term process and it is
important for the initiatives to keep on track in the
whole process.
 He finalizes five mission plan for the whole
organizational process.

QUESTIONS RELATED TO CASE

1. How organization development and strategic human

resource management be effectively underpinned by
research?
• Organization development is supported by research as goals.
 Estimate your company’s future HR
requirements-Demand and supply.
 Strategic human resource management also take part in
employee recruitment ,hiring , training and assessment process

 Continuous Improvement – It is a continuous cycle of

improvement of behavior of president and seven senior
executives of a parts manufacturing company.
 Increased communication – feedback and interpretation to
align all employees in work sessions to shared company goals and
values.
 Product and service Enhancement- A major benefit of OD is
innovation in manufacturing, which leads to product and service
enhancement.
 2. What lessons can be learnt from how organizational
development was undertaken in the case organization?

The lessons can be learnt from how organizational development

was undertaken are:-

• Top management commitment and support from the mid

and low lever is instrumental in dealing the problem.
• The external consultation will play the major role in clarifying
the issues in between, so I have also highlighted the
importance of the external consultant. It gives a way of talk
time, a time to show your behavior, show your commitment
and revitalize the importance of each and every one.
• Strategic planning process is a good initiative that has given
them the opportunity to reframing their organization by their
participation which will multiple effect in achieving
sustainable results.
Some other important learnings include :-

• There should be proper alignment of work in the organization.

• There should be no conflicts in the process of decision making in
an organization.
• The employees should be aware of the work and the
responsibilities given in the organization
• There should be proper coordination among the working of
employees of the organization.
• The upper management should also be aware of their
responsibilities towards their employees.
• All the employees should be given fair chance in the process of
decision making for an organization.
 3. How HR manager can work effectively with outside
consultant?

Consultant provides expert guidance because of this organization

hire them to help with or advise on specific projects or problems.

HR manager can work effectively with consultant In following ways :-

 HR manager must make sure that consultant bring objectivity to

an organization. Top management must guide him on various
aspects about what the problem is , their fresh thinking can
help to restart projects that have lost momentum , As in this
case consultant redesign the work by breaking into groups and
sub-groups , so that all of them can contribute their own part
and bring a perfect solution without difference of opinion.
 HR manager must keep his eyes on consultant whether he
define direction to each and every individual working on a
particular project so that chances of mistakes can be minimized.
 HR manager with the help of consultant must bring the
different concept so that they can work with more power and
enthusiasm as in this case consultant bring the concept of
CHAMPIONSHIP where full ownership and engagement of
people are required so that they can complete the task
according to set standards.
 As organization development is a long term process , HR
manager with the help of consultant must make sure that
employees won’t get demotivated or distracted, let them feel
the part of process by encouraging them and guiding them at
 each stage , as transformation of people , process or project
took time.
4. How would you have gone about developing and monitoring
organizational development policy and practices?

• First of all agenda is break into groups and subgroups and

accordingly the topics are provided to each employee so that
they can work in team without confusion.
• The concept of “CHAMPIONSHIP” was initiated by the expert so
that all can give their 100% effort towards the completion of
work.
• Championship helped the initiatives to take full ownership and
engagement of task to complete it on time and up to the
mark.
He initiated five missions to transform the organization
 FIRST MISSION-
• Understand industry, competitors and critical
success factors
• Executives expectations
• Draft of the cooperate mission
 SECOND MISSION-
Finalize the mission
statement
• Resolve
difference among
the executives
Set group goals

 THIRD MISSION- Develop the strategies and

implementation of them (CHAMPION).
 FOURTH MISSION- To assess progress,
additional changes, allocation of new resources

 FIFTH MISSION- To build support mechanism