OD Intervention Project 5: Organizational Development

OD INTERVENTION PROJECT 5 Organizational Development (OD) Intervention Project: Healthcare System

Within the past year, I encountered a new position in Human Resource Management working at a major hospital in Dallas Texas called Galaxy Healthcare. In most cases, healthcare organizations go through a tough moment induced by challenges within it. The problems may begin from the senior management team or any other department, which requires an expert who would analyze the situation and come up with recommendations. Therefore, it is the mandate of the OD expert to design and implement interventions that would help the organization to achieve its objectives, improve productivity while engaging the employees (Kamolsiri, 2018).

In this paper, it depicts this healthcare facility whereby an OD professional would come up with a sustainable solution or intervention to help with positive organizational change and employee satisfaction. Working as an external consultant predisposes the professional to merits since one would collect much information that could be necessary for designing and implementing an intervention (Yaeger, 2015). Galaxy Healthcare is an existing organization that was launched a few years ago after community recommendation or need for comprehensive healthcare in Texas. Initially, the facility was well managed, but recent issues have been emerging alarming the need for a quick intervention to save it. In that, its reputation in the community has been good and saving the lives of many.

It has adequate facilities and resources even though there are dynamics, but Galaxy Healthcare it one of the best hospitals to the local community. Moreover, the facility has achieved some objectives such as opening other two branches that are clinics enabling to reach medical services to the community. Focusing on the present situation on the ground, a healthcare is a platform where medical practitioners are nurture. By that, many of the medical students have been applying for an internship program in the facility at a higher rate. Galaxy employs 150 employees, including the health professionals and other field experts.

Moreover, as stated above the number fluctuates or increases when there is an internship program. In fact, all along the facility never lacks temporary workers. Moreover, the facility provides a number of services such as surgical procedures, dental care, primary care, mental illness and drug treatment, child health, minor illness, and other in-patient and outpatient services. In that, it offers community hospital services that are required. Since the facility is a community hospital, the demand for the services has been significantly increasing compared with what it has to offer.

The organization has taken several initiatives to mitigate the issue, but it has overwhelmed the management team. Precisely, the facility offers a particular range of the patient both in-patient and out-patient services. However, the numbers of sick people at times increase to a point where the physician reject more admission. That seems unethical and violating the rights of a patient, but the situation leads to that decision, which is acceptable. Consequently, that has forced and induced more work in-put for the medical practitioners like nurses.

In fact, some of them have resigned due to the overwork and it becomes challenging to hire others due to financial instability. The problems are not unique in Galaxy, that is most of the healthcare organization attends to excess consumers than it should be. Besides, the community-based facility has the tendency to experience the common problem. However, one cannot deny the fact that the issues are severe to consumers, health practitioners, and the organization. High numbers of patients depict a longer period for a physician to serve a patient.

That would be in the case of requesting for an appointment or a certain procedure such as surgical. The human resource department works under pressure and tension since the queues are long, which leads to exhaustion and a decrease in productivity. Besides, the organization incurs financial adjustments considering limited capacity in that context. Therefore, Galaxy Healthcare experiences social and economic problem that limits it a goal and quality services to its consumers. As an external OD consultant, it is important to work with the Galaxy Healthcare leaders precisely to see the way forward in addressing the problem.

Thus, finding an individual to look at the problem would be human resources manager. Well, a good percentile of the problems seems to lean on the human resources or the productivity of the health practitioners. The contract aim would be to assist the organization to achieve its goals and productivity (Kamolsiri, 2018). In that, it would discuss the recommendations for the issue in healthcare, which is designed according to the specific needs in the organization. Therefore, that would come with a reasonable cost for designing the interventions (Rothwell, 2017).

Concerning the kind of fee structure, in this case, it would be a flat fee for the service. To sum up, Galaxy Healthcare is a useful organization in the community because of its extensive services. However, its reputation has gone bound the limits and individuals have seen the benefit to look for in-patient and outpatient services. That has led to an overwhelming number of patients where it becomes a challenge to attend all of them. Consequently, that creates other difficulties in the financial and social aspects of the healthcare organization.

The only way is to achieve the goals is by contacting the OD experts. As an expert, that would incur a cost in, but before that contacting the human resources manager in healthcare is the first step. That would be for a purpose that is a comprehensive design on appropriate intervention. The information would be detailed since it would depict the cause of the problem, level of severity, and the nature of the problems. References Kamolsiri, P. &. (2018). The Impact of OD Intervention on High Performing Teams in a Hospital. . Organization Development Journal, 36(2), 51. Rothwell, W. J. (2017). Pricing OD Consulting Services. In Marketing Organization Development , 91-102. Yaeger, T. F. (2015). The core value of OD revisited . Handbook for Strategic HR-Section 7: Globalization, Cross-Cultural Interaction, and Virtual Working Arrangements, 39.

Paper For Above instruction

Organizational Development (OD) interventions play a vital role in transforming healthcare institutions, especially when faced with operational challenges that threaten service quality and organizational sustainability. The healthcare sector, with its complex stakeholder dynamics and high stakes, requires targeted, strategic interventions to improve efficiency, employee engagement, and patient outcomes. Galaxy Healthcare, a community hospital in Dallas, Texas, exemplifies a facility confronting such issues—namely, overcrowding, staff overwork, financial strain, and declining employee morale—which necessitate a carefully designed OD intervention to foster sustainable change.

The initial step in addressing Galaxy Healthcare’s problems involves comprehensive diagnosis. As an external OD consultant, collecting detailed data on patient flow, staffing patterns, and operational processes is critical. The influx of patients has overwhelmed existing capacity, leading to increased wait times, denied admissions, and staff burnout—all of which undermine care quality and employee well-being (Kamolsiri, 2018). Furthermore, high patient volumes and resource constraints have resulted in financial pressure, compelling management to make difficult decisions such as rejecting patient admissions and experiencing staff turnover, particularly among nurses who are overworked and resign due to burnout (Rothwell, 2017).

The core issue extends beyond administrative inefficiencies to encompass systemic problems related to capacity management and resource allocation. The hospital's rapid expansion, including new branches and increased patient demand, has outpaced its operational capabilities. Consequently, staff productivity diminishes, and service quality declines, jeopardizing the hospital's reputation and community trust. To mitigate these issues, an OD intervention tailored explicitly to Galaxy Healthcare’s context must address both systemic and human factors.

A strategic intervention could involve reorganizing patient flow through process optimization techniques such as Lean or Six Sigma methodologies to streamline admission procedures and reduce bottlenecks (Yaeger, 2015). Enhancing staff capacity via workforce planning and flexible staffing models can also alleviate overwork issues, preserving employee morale and reducing turnover. Implementing team-based care models and leadership development programs can foster a culture of collaboration, accountability, and continuous improvement (Kamolsiri, 2018). Additionally, integrating technology solutions—such as advanced scheduling systems and electronic health records—can improve operational efficiency.

A participative OD approach, involving all levels of staff in designing and implementing solutions, is essential for ensuring buy-in and sustainable change. Engaging clinical staff and management in problem-solving workshops can surface innovative ideas and foster ownership of the intervention. Moreover, establishing clear performance metrics aligned with organizational goals will enable ongoing monitoring and adjustment of strategies (Rothwell, 2017).

Financially, the intervention can be delivered at a flat fee, which covers diagnostic assessments, solution design, and training programs. This fixed-cost approach provides predictability and aligns with healthcare organizations' budget constraints. Post-intervention, continuous evaluation and feedback loops are vital for sustaining improvements and adapting to evolving demands.

In conclusion, Galaxy Healthcare’s challenges—overcrowding, staff burnout, and decreasing service quality—require a well-designed OD intervention that addresses systemic inefficiencies and human resource issues. Through process optimization, workforce planning, technology integration, and participative change management, the hospital can enhance its operational capacity, improve employee satisfaction, and restore its reputation as a trusted healthcare provider in the community. Strategic OD initiatives are instrumental in transforming existing healthcare systems into resilient and high-performing organizations capable of meeting future demands.

References

• Kamolsiri, P., & (2018). The Impact of OD Intervention on High Performing Teams in a Hospital. Organization Development Journal, 36(2), 51.
• Rothwell, W. J. (2017). Pricing OD Consulting Services. In Marketing Organization Development, 91-102.
• Yaeger, T. F. (2015). The core value of OD revisited. Handbook for Strategic HR - Section 7: Globalization, Cross-Cultural Interaction, and Virtual Working Arrangements, 39.
• Cummings, T. G., & Worley, C. G. (2014). Organization Development and Change. Cengage Learning.
• French, W. L., & Bell, C. H. (2012). Organization Development: Behavioral Science Interventions for Organization Improvement. Pearson.
• Burke, W. W. (2014). Organization Change: Theory and Practice. SAGE Publications.
• Lawrence, P. R., & Lorsch, J. W. (1967). Organization and Environment. Harvard University Press.
• Beckhard, R. (1969). Organization Development: Strategies and Models. Addison-Wesley.
• Cameron, E., & Green, M. (2015). Making Sense of Change Management. Kogan Page Publishers.
• Cooper, C., & Sawaf, A. (1997). Executive EQ: Emotional Intelligence in Leadership. Grosset/Putnam.