Proposed Organization Development Interventions Strategies

Eddie the matenience man of Ruby Pier carnival seems like just typical old man, who struggles with the idea that he never lived up to his potential. However, after he dies, he is able to see his life through a different perspective, one of eternity, and realizes how unique and important his life has been. This closely echoes the truth found in the Catechism of the Catholic Church which says that only in heaven with Christ will we find our true identity and meaning of life. 1 Death is only the beginning for Eddie and his journey through the five “heavens” of people that his life has impacted demonstrates how intricately woven together every humanity is. As pilgrims, our view of suffering and day to day actions constricts our ability to see how God truly weaves human messiness together to create a beautiful tale of redemption. So, we must live for the destination, not for the journey, leaning on hope instead of complete understanding.

In today’s work place employee satisfaction is just as important as it has ever been in history. With employer cutbacks, job eliminations, pay reductions, and business closings employee satisfaction must be at the forefront of employer’s plans to be successful. In the case of Riordan Manufacturing the company has a problem it cannot ignore, employee motivation. Riordan Manufacturing is a global plastics producer that employees 550 people and earns an

We as employers are facing problems retaining key employees and keeping employee morale at a positive working level. This phenomenon is a new challenge seeking an affordable and implementable solution.

As the world changes, many organization may create changes to their company structure in order to remain successful and look good amongst shareholders. These organizational changes may be beneficial for the company overall. However, it may affect the remaining employee’s morale. Some organizations changes such as layoffs, reduce work hours, a stagnate in benefits increases and rewards may result in management trying to figure out a way to motivate and gain employees trust and loyalty.

The Evolution of the Christian Perspective on Capital Punishment One of the most controversial issues in modern society involves the implementation of Capital Punishment in criminal justice. Capital Punishment has been heavily debated in the realm of politics due to the many conflicting religious opinions over the issue; some of the most prevalent voices in this debate have been the Christian churches and their members. This paper explores the evolution of the modern Christian perspective towards capital punishment, the presently declared or undeclared attitudes of major Christian denominations, and the incompatibility between faith and personal values that capital punishment forces Christians to reconcile. Christianity’s attitude towards capital

When entering Target as an external consultant many different steps will need to occur in order to create an effective action plan. The organizations readiness will determine if the change will be adequate. The problem needs to be pinpointed and the appropriate level to initiate the change has to be inscribed. In order to communicate the progress of the change feedback is a necessity. When all of these steps occur in the proper procedure a prosperous change will occur.

Inside out is a phenomenal children’s movie based on the human brain. This movie breaks down the human brain in layman’s term for children of all ages to understand. The movie is about a little girl who movies from the only town that she has ever known to a place where she cannot adjust. The main character in the movie is riley. Throughout the movie it showcases Riley’s emotion and reactions to the move that her parents decide to make. Although riley is the main character, the movie goes in depth of Riley’s brain as there are also five other main characters. The other main characters in the movie are Riley’s emotions. The five emotions are Joy, Anger, Disgust, Sadness, and Fear. As Riley’s mood changes her core memories are tainted. In order to keep riley from going down a path of destruction, each emotion must work together to get riley back on track.

In observing the Franklin Company, it is evident that there is a need for change to help the company with its present problems. The managers’ perception is that the organization is in a state of volatility. Which has resulted from a lack of growth in sales and a competitive advantage. There is a felt need to ascertain new ways of doing things. In the Franklin Company situation, it was revealed that every department has its own ideas and feel they have the right answers to overcome their problems. They all want to play an important role in the company growth, however they have different perspectives on how to fix things. No matter what level of professionalism is involved, conflict is inevitable. For example, there are several issues that hinders the departments communication, collaboration and trust. In order to implement change, all three key element need to be present but they are often hidden. After the meeting with the management team, a OD practitioner decision was made to plan and implement structural, technological and behavioral strategies to improve the condition and functioning of the Franklin Co.

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

Evaluating OD interventions is a process to find out whether an intervention is carried out as expected and leads to satisfied outcome, and measuring intervention and outcome variables is a core aspect in this process (Cummings & Worley, 2014). Although intervention variables are helpful to interpret outcome measures, previous studies show that major measurements assume the interventions have been implemented and only pay attention to measuring impact and outcome (Cummings & Molloy, 1977).

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at

Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.

In an organization, motivation involves ensuring the employees perform highly to achieve the organization's desired goals. Several motivational theories have been advanced as to explain workers' attitudes towards motivation. One such theory is Herzberg's motivation-hygiene theory (Bauer & Erdogan, 2015). He posits that there are certain factors in the workplace that cause job satisfaction. These include the advancement of an employee’s career. He believed that workers were no longer just satisfied with the minimum basic salary but aimed to achieve more. Herzberg also found there are certain factors in the company that causes dissatisfaction for the employee. These include supervision, company policies, salaries and work conditions. If a business wants to motivate its employees, it should focus on satisfaction factors (Bauer & Erdogan,