POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

3. What intervention strategy and intervention activities would you recommend to

Susan? How would you structure these activities? What roles would Susan, the

management team, and the consultant play?

Answers:

3. OD Intervention is a set of sequenced, planned actions or events intended to

help an organization to increase its effectiveness. Purposely disrupt the status

quo; they are deliberate attempts to change an organization or sub-unit toward a

different and more effective state. The ASP Software company is facing a major

change in their HR organizational structure and it requires Downsizing associated

with restructuring. The employees have different reactions towards the change.

Others find it hard to adjust while others tend to cope up immediately with the

proposed plan. In the proposed change, employees will be given more workloads

and responsibilities and some of them has to work with people they havent work

with before. The best intervention activity would be the team building. For them to

get to know each other in their new teams and work cooperatively with one

another. This is also for them to get comfortable with their new team since they

will be working together due to the new structure Susan will imposed. Theres no

way to make them adjust to the situation immediately but they could smoothen the

transition to make it easier for the employees to adjust easily. The Integrated

Approach to Change would be the best structure for this problem.

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In this structure we can see that it deals with change from integrated

standpoint that considers Structure, Behavior and Technology. The

interdependence of the elements (departments) needs to be considered. Change

strategies need to take account of overt and covert elements. Secon-order

consequences consider change in one area that influences others. This structure

shows the different relationship and challenges that the ASP Software ccompany

will face in coping up with the change. But the outcome for this new structure will

be the Improved Performance of the Employees.

Susan, the HR Vice President, has a big role in the said change. She will

act as the leader and supervisor of the HR employees and she will be the one wo
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will oversee the actions and the response of the employees to the change. Shes

the one whose working with them most of the time so it means that she knows the

capability and attitudes of the HR employees more than anyone else. She will be

the first to observe the improvement of the teams and the one who will report this

ir any significant details to the Consultant.

The management team also has a big role to this change since they are

the one involved in it. The OD intervention is for them and for their performance

improvement. So their outlook towards this change is very important. They are the

ones who will make the adjustment so their cooperation towards this will have a

great impact to the proposed change.

The OD Consultant also has a major role in this change. He will be the one

wholl help Susan, the HR Vice President in supervising the HR employees

towards the change. The consultant is the one who will make it easier for the

people involved to adjust more smoothly towards the change. He will help these

employees to understand the main problem and the main reason why they are

undergoing this change and allow them to solve the problems on their own under

his supervision and proposed activities.