Organizational Intervention At Kraft Heinz Q1 ✓ Solved

Organizational Intervention at Kraft Heinz Q 1 Kraft Heinz has

Kraft Heinz has had numerous negative reviews from its employees and other organizations such as The Chicago Tribune which do not agree with their methods of operation in relation to employee treatment. The company operates under a competitive ambience where it is the most productive employee who gets rewarded. There is a negative effect on employees who always monitor their ratings to determine their possibility of getting bonuses (Elejalde-Ruiz & Trotter, 2017). Management is responsible for this culture which makes the entire organizational unfair to some employees.

The technique of forming an organizational development relationship involves discovering issues requiring change then informing management of this, analyzing how easily management would be willing to inspire change, formulating strategies to solve issues and implementing the development changes (Hodges, 2020). The steps listed are very critical since each step considers the wellbeing of employees at Kraft Heinz. The expected effect of the new relationship would be better communication between Kraft Heinz’s employees and management. The communication would reveal proposals from all participants.

The best technique of diagnosing situations in the organization are employee assessments and reviews (Torre, n.d.). These tools are suitable in the case of Kraft Heinz since employees are the ones directly affected by organizational issues. Employee assessments would reveal issues that affected them and their proposals for change. When employees from different departments at Kraft Heinz are placed together under supervision by a leader, the ambience shall improve the possibilities of employees to get their issues solved. Reviews conducted after assessments would ascertain whether change was implemented or not.

The intervention I would recommend is organizational intervention (Seth, 2017) since the management policy of giving more productive employees benefits is the root cause of all issues. Kraft Heinz’s policy of benefits has always impacted negatively on employees who had minute productivity. The company has always boasted of high profits (Elejalde-Ruiz & Trotter, 2017). For this reason, their policy has always been implemented regardless of any negative impact on the workforce. The intervention I recommended would influence the company to transform its policy so that it would be more inclusive.

There is an advantage of organizational intervention whereby productivity would be noticed in the entire organization. Kraft Heinz has the power to create and mandate policies, as such, their decision would be followed promptly by all employees. Once the company changes the benefits to be more inclusive, every employee would get motivated to improve their productivity. The disadvantage of organizational intervention is whereby all power lies with the company. The company may then create a plan of action that suits business operations more than the employees’ needs.

To implement the change, I would advise Kraft Heinz to apply change management (Hao & Yazdanifard, 2015) since it is an effective technique of modifying the leaders and leadership policies. It is important to understand that change is not always acceptable by organizations especially if it affects their finances. In the case of Kraft Heinz, they have had a lot of profit. For instance, the overall revenue in 2016 was $26 million (Elejalde-Ruiz & Trotter, 2017). Proposal for change in policies may cause the company to be against the change especially since they might project low profit. It is imperative to inform the company that employees would work harder once all their work is appreciated.

I would evaluate change in the organization by preparing a checklist that was properly formed using employee analysis to determine the areas they expected change to be affected. A checklist is very effective since it shows the exact change and the response formed from an analysis.

Paper For Above Instructions

The Kraft Heinz Company, recognized as one of the largest food and beverage corporations in the world, has been facing significant criticism regarding its workforce management. This discontent is primarily associated with its competitive workplace culture, which emphasizes productivity over the well-being of employees (Elejalde-Ruiz & Trotter, 2017). This paper explores the organizational intervention measures that could promote a more inclusive and fair workplace environment within Kraft Heinz.

The primary issue at Kraft Heinz relates to its performance-based management culture, which has led to a challenging environment for employees who are constantly measured against one another. This situation creates anxiety and uncertainty, resulting in a workforce that is inhibited rather than motivated. The company rewards top performers, but this system inadvertently alienates those who may not excel due to various reasons, potentially including personal circumstances beyond their control. From an organizational development perspective, it is crucial to build a workplace culture that values all employees and fosters communication between management and staff (Hodges, 2020).

In order to effect change, it is vital to engage in a diagnostic approach that includes employee assessments and regular feedback mechanisms. According to Torre (n.d.), employee reviews are fundamental to identifying problem areas within an organization. By implementing systematic assessments, Kraft Heinz can gain insight into employee grievances and wishes for change. The formation of mixed departmental working groups, led by supportive leaders, can facilitate open conversations about workplace culture and performance expectations (Seth, 2017). Regular feedback sessions following these assessments will help management to understand the effectiveness of any changes made, as well as gauge employee morale and productivity levels.

One recommended intervention is to revise the current benefit allocation policies. As it stands, the system rewards only the most productive employees, which perpetuates a culture of fear and competitiveness that hinders collaboration and overall productivity (Elejalde-Ruiz & Trotter, 2017). Shifting towards a more inclusive policy that recognizes diverse contributions will potentially boost morale and employee engagement. By introducing benefits that reward teamwork, collaboration, and employee development, Kraft Heinz can create an environment where all employees feel valued and motivated to contribute.

The advantages of implementing organizational interventions are numerous. Firstly, a shift in policy can lead to increased productivity across the organization as employees who previously felt marginalized are now encouraged to contribute (Hao & Yazdanifard, 2015). Moreover, an inclusive environment is likely to enhance creativity and innovation, yielding better performance and profitability for the company in the long run. However, organizations must be cognizant of the challenges that may arise from such interventions. The consolidation of power within management can lead to policies that prioritize business outcomes over employee welfare if not carefully managed (Hodges, 2020).

To facilitate necessary changes effectively, a structured change management strategy is paramount. Crafting a comprehensive plan that accounts for both employee feedback and business objectives will be vital. Importantly, management must emphasize that employee satisfaction can lead to increased productivity, which ultimately enhances profits. For example, despite reporting high revenues, Kraft Heinz has shown the adverse effects of neglecting employee satisfaction (Elejalde-Ruiz & Trotter, 2017).

Evaluation of the changes made will involve the creation of an assessment checklist tailored to the identified areas in need of improvement. Such a checklist will serve as a roadmap for both management and employees regarding expectations post-intervention. Periodic review of this checklist will help ensure that all parties are aligned and that changes are being meaningfully implemented.

In conclusion, the Kraft Heinz Company has significant opportunities for improving its workplace culture through strategic organizational interventions. By focusing on inclusive benefits that cater to a wider range of employee contributions, fostering communication, and systematically evaluating organizational changes, Kraft Heinz can cultivate a supportive work environment. This will not only yield happier employees but also contribute positively to overall productivity and profitability.

References

• Center for Chemical Process Safety. (2013). Guidelines for Managing Process Safety Risks During Organizational Change. doi: 10.1002/
• Elejalde-Ruiz, A., & Trotter, G. (2017). Working at Kraft Heinz means competition, cost-cutting, and for some, reward. Retrieved November 6, 2020.
• Hao, M., & Yazdanifard, R. (2015). How Effective Leadership can Facilitate Change in Organizations through Improvement and Innovation. Global Journal Of Management And Business Research: A Administration And Management, 15(9). Retrieved from [link]
• Hodges, J. (2020). Organization Development: How Organizations Change and Develop Effectively (pp. 55-160). Red Globe Press.
• Seth, S. (2017). Organizational Development (OD) Interventions. Retrieved November 6, 2020.
• Torre, L. (n.d.). Tools & Techniques to Identify Problems in the Workplace. Retrieved November 6, 2020.