Scenario: Suppose Your Employer Has Been Going Through Many

Scenario Suppose Your Employer Has Been Going Through Many Challenges

Scenario: Suppose your employer has been going through many challenges this past eighteen months due to the recent financial crises. There have been major cuts throughout the company, which has impacted employee turnover (it’s increasing), software applications being used are outdated, stress is increasing for those employees who have remained with the company, and morale is at the lowest point ever for the company. The remaining executives are planning to do a re-organization of the jobs and responsibilities throughout the company. However, each time the executives want to implement the change, another batch of employees resigns. Try to understand and analyze what the executive leaders must do.

Present your finding as a 4 page report in a Word document formatted in APA style, with 3-5 sources.

1) Paragraph 1: Abstract: Provide a brief overview of what will be covered in the paper.

2) Paragraph 2: Provide background information of case (discuss scenario, which will demonstrate your understanding of the case).

3) Paragraph 3: What OD process Skills Will you Use to identify potential solution to the problems identified in the scenario? List and description how you will use 3-5 OD Process skills (see below OD Process Skills examples).

4) Paragraph 4-5: Change Strategy Analysis A. Short-term change strategies: what changes need to be made in the near-term to address the issues identified in the scenario? B. Long-term change strategies: what changes need to made in the long-term to address the issues identified in the scenario?

5) Paragraph 6: Conclusion: review what you covered in your paper.

OD Process Skills: Clarifying and summarizing Synthesizing and generalizing Probing and questioning Listening Reflecting feelings Providing support, coaching and counseling Modeling Setting the agenda Feeding back observations Structural suggestions The paradox of intention and CEO leadership Here is the link to do the work from Resources: The University Library or the Electronic Reserve Readings Find an article in the University Library that contains a research study in the functional area of your own job or a functional area you desire to be a part of someday. Write a 700- to 1,050-word summary: Describe the business research process followed in the study in the article. · Identify the research problem and the research method used. · Discuss how the research is solving the problem within the chosen functional area. · Identify other potential applications using business research within this functional area or related areas. Format your paper consistent with APA guidelines. Click the Assignment Files tab to submit your Assignment.

Paper For Above instruction

In today's volatile corporate environment, organizations often face significant challenges that threaten their stability and growth. The scenario described highlights a company enduring a severe financial crisis, resulting in widespread layoffs, outdated technology, declining morale, and increasing employee turnover. Such conditions create a complex leadership challenge, requiring strategic interventions rooted in Organizational Development (OD) principles to navigate the tumult and foster sustainable recovery. This paper explores the background of the scenario, identifies suitable OD process skills to diagnose and address issues, analyzes short-term and long-term change strategies, and concludes with recommendations for effective organizational change management.

The organization in question has been battered by economic downturns over the past eighteen months. The financial crisis has led to major budget cuts, reduction of staff, use of antiquated software systems, and heightened stress levels among remaining employees. Morale is at an all-time low, which further complicates efforts to implement necessary restructuring. The recurring resignation of employees whenever change initiatives are introduced indicates a distrust in leadership or a fear of the future, emphasizing the need for a comprehensive OD approach. The scenario underscores the importance of understanding organizational culture, communication patterns, and employee engagement to successfully lead change in such adverse contexts.

To effectively analyze and resolve these issues, several OD process skills can be employed. Listening is essential to truly understand employee concerns and perspectives, which fosters trust and openness. Probing and questioning help elucidate underlying causes of resistance and dissatisfaction, revealing critical insights for targeted interventions. Reflecting feelings can validate employee emotions such as anxiety or frustration, helping to rebuild morale. Providing support, coaching, and counseling serve to motivate and empower employees during times of upheaval. Setting the agenda ensures focused efforts on priority areas, aligning change initiatives with organizational goals. These skills facilitate a participative approach, fostering commitment and reducing resistance to change.

In terms of change strategy, both short-term and long-term approaches are necessary. Short-term strategies should aim at stabilizing the current situation. Immediate actions include addressing outdated systems by incrementally upgrading technology, communicating transparently about organizational changes, and implementing quick wins to restore confidence. For example, leadership can hold town hall meetings to clarify restructuring plans, acknowledge hardships, and solicit employee input. Additionally, offering support services such as counseling can help alleviate stress and prevent further resignations.

Long-term strategies should focus on rebuilding trust, culture, and operational resilience. Developing a clear vision for the future and engaging employees in shaping it can foster a sense of ownership. Investing in leadership development and continuous training ensures managers are equipped to lead with empathy and transparency. Creating a positive organizational culture centered on open communication and recognition can improve morale and reduce turnover. Furthermore, implementing strategic workforce planning and modernizing IT infrastructure will support sustained growth and adaptability. Building a change-capable organization committed to learning and innovation is vital for long-term stability.

In conclusion, organizational change in a crisis context requires a thoughtful combination of diagnostic skills and strategic actions. Employing OD process skills such as listening, questioning, and supporting helps leaders understand employee perspectives and resistance. Short-term actions should focus on stabilization and immediate communication, while long-term efforts must aim at cultural transformation and capacity building. By integrating these approaches, leaders can guide their organizations through crises towards a resilient and engaged future.

References

• Cummings, T. G., & Worley, C. G. (2019). Organization Development & Change (11th ed.). Cengage Learning.
• French, W. L., & Bell, C. H. (2019). Organization Development: Behavioral Science Interventions for Organization Improvement (8th ed.). Pearson.
• Kaplan, R. S., & Norton, D. P. (2004). Strategy Maps: Converting Intangible Assets into Tangible Outcomes. Harvard Business Review Press.
• Burnes, B. (2017). Versatile and vital: The roles of stress and culture in organizational change. Journal of Change Management, 17(2), 102-113. https://doi.org/10.1080/14697017.2017.1287808
• Obolensky, N. (2014). Complex Adaptive Leadership: Embracing Paradox and Certainty. Gower Publishing.