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Organizational Development Proposal - Vanessa Pecly
Organizational Development Proposal - Vanessa Pecly
Vanessa Pecly
Shade," which led me to the documentation of pain points and proposed solutions.
focuses on improving the company's capabilities through the alignment of structure, management
process, and the development and experience of the employees (Mohrman, 2007, para. 5). The
proposal is based on the Transformational, Situational, Adaptive, and Path-Goal theories learned
The program aims to develop, encourage, and foster individual and organizational
effectiveness by creating and delivering various company goal-oriented, creative, and diverse
organizational success (Mohrman, 2007). The program monitors the heartbeat of employee
experience, satisfaction, and engagement. It aims to foster inclusion, motivation, and retention
satisfaction. In addition, it provides solid project planning and management strategies to avoid
projects, clear communication, documentation, and expectations (Badewi, 2016, p. 763). The
seeks to avoid overlapping, workload imbalance, and burnout. Nonetheless, within that structure,
leaders and their teams have the freedom to create and adapt their internal operations as they see
For the Organizational Development program to be successful, this proposal suggests the
creation of a People Team to support the HR team efforts led by Alex Donovan (Option A: Case
Study, 2022, p. 2). The People team serves as the advocates and mediators in the employer-
employee relationships.
I have identified the following pain points based on the employee interviews in the case
study "The Case of Ted Shade" (Option A: Case Study, 2022). These pain points highlight Ted
Shade's and the company's absence or lack of leadership styles, processes, and strategies that are
Individuals like Ted Shade, who led teams of people, lack interpersonal relationships and
people management skills. Therefore, they cannot coach, develop, motivate, identify
performance and skill gaps, and course-correct employees, jeopardizing employee satisfaction.
In addition, these leaders lack ownership and accountability for their unacceptable behavior.
● "I don't like to wave people in if they're passing by because I don't want to waste their
time.”
● "… most supervisors and managers were exposed to great stress, but TI would help by
● “ The best way of handling a problem is getting rid of people who should be let go. You
● “I really prefer communicating with others via e-mail. I don't like speaking to people one-
on-one.”
inclusion policies, and training. Acceptance and promotion of toxic and abusive workplace
behavior.
● “… a shouter who berated subordinates even for small errors. “He got things done”,
Shade remarked.”
● “At meetings he would sometimes attack people, even calling their ideas or thoughts
● “His grooming is poor. His hair is always messed up and I think he goes for months
● “And he used to curse a lot to the point where people really got turned off. That's
● “Ted uses a lot of sexist comments such as “the girls in sales” or “the little ladies in
Taiwan”.
● “As a manager, I dislike that I show my frustrations easily. I'm quite open and people can
● “ In other words, those people who are not very bright. Also, I know people say I don't
work well with others in the company, but I disagree with that. I work well with others if
Acceptance and promotion of a toxic workaholism environment. It leads to high turnover rates
● “I didn't spend enough time with my two daughters as they were growing up... Now it's
● “ He has the best interests of the company in mind, even to the extent of hurting himself.”
● “We were surprised to hear some of the reasons. We had always assumed people were
more to do with the quality of leadership and the enormous job stress they were feeling.”
● “The most damning responses centered on inaccessible management, which was viewed
● “ He really respects the people who work hard and put in long hours.”
● “He saw many people over in the corporate building that would come in at nine and leave
at five. He thought that was wrong and spoke to their managers about it.”
● “He's really not a bad guy, but I would rather not work for him. He's too strict especially
● “He's so gung-ho on work that I think he lets his personal appearance go. He takes a great
● “An organization needs to be run in a very tight manner. There can be no variance
allowed.”
● “At Galactic, people tend to abuse other people. They beat the heck out of them. That's
why there are unions. Unions are there to constrain people policies.”
● “But here, when I tried to organize one, I had to send out a memo and get it cleared with
a lot of people who didn't care. After a while it became too much and we stopped it. I
organization's standards. Therefore, they are unable to act without direction to determine the best
● “ He's often a nitpicker, always involved in the small details. It is often better for
someone to solve a problem without going to Ted. He would be prone to blow things out
of proportion.”
● “He stands by his people. He supports them if they follow his advice.”
● “Ted is a good soldier. He listens very well to directions and orders given to him from the
top.”
● "He has a lot of preconceived notions about the way things should be. He usually has his
● “He's very much a chain-of-command type of person. He's very rigid on follow-ups to
previous items.”
● “There must be rules and boundaries not only in work, but in life. Rules don't change
every day.”
● “He's very much a chain-of-command type of person. He's very rigid on follow-ups to
previous items.”
There is a lack of structured goals, expectations, and responsibilities. There is a total
absence of project planning and management, including a lack of documentation, timeline, risk
● “You need to be direct and not try to put one over on him. He many times will be unclear
in what he wants. He doesn't get to the point and doesn't focus on concerns. He goes off
● “Ted doesn't communicate well. He doesn't let his people know the systems, procedures,
● “Meetings are terrible with him. If it's his meeting, we don't have agendas; nobody takes
● “ Our planning is terrible. Management doesn't see the small stuff and how things get
● “They were also beginning to have some quality problems and needed to deal with the
● “He has his own set of priorities and doesn't realize that the product is important.”
● “… he told the suppliers that he and the suppliers didn't have very competent people
working for them and to call him personally and immediately if it happened again.”
Proposed Solutions by Leadership Theory
Transformational Theory
develop skills and enrich the organization. Create, promote, and foster an organizational
environment that values professional and personal development, diversity, and growth
opportunities for all employees (Qurtuba, 2019). Promote the establishment and achievement of
innovative organizational change interventions to quickly resolve conflicts and course correct
unproductive processes and toxic behaviors (Mohrman, 2007). Promote coaching and mediation
sessions with leaders and their teams in areas of leadership, team management, strategy, and
employees put their best effort into the organization's success and desire to continue to grow
within the company (Davis, 2015). Establish the People Team as the employee's advocate,
conducting regular vibe checks to identify their personal and professional challenges, needs,
ideas, concerns, etc. Increase Employee Engagement through employee engagement tools and
Situational Theory
team's processes and protocols to evaluate their efficiency, effectiveness, relevancy, and the need
to create or update them. Empower leaders to research, develop, and execute projects aligned
with the team’s stage of development and organization's goals (Northouse, P. G., 2020).
Facilitate leadership strategy meetings to ensure the training, strategies and career paths align
with the organization’s business and employee experience goals. Gather data with trends on
client's needs, quality assurance gaps, and training opportunities. Actively update, design, and
Adaptive Theory
Provide ongoing support and resources to the leadership team to promote and create
strategies to support employees that aligned with the organization's business goals and
succession efforts. Align an employee's career vision with the business goals and needs by
developing fluid career paths. Analyzes jobs and roles to determine learning needs in
technical/operational skills (Northouse, P. G., 2020).Provide the organization with the learning
tools and resources to respond effectively to current employees' needs while preparing for future
demands. Encourage employees to tackle challenges by assessing training needs with the
leadership team to identify gaps and bridge them through technical and behavioral training
methods and solutions. Implement cross training initiatives to help employees develop new skills
to perform tasks outside of their usual roles and promote independent and critical thinking skills
Path-Goal Theory
goals and responsibilities (Northouse, P. G., 2020). Facilitate and promote uncertainty avoidance
and a results-oriented culture by partnering with leaders to create Path-Goal strategies with clear
goals for their teams. Then, empowering all teams and leaders to freely determine how they will
meet the expectations without further supervision (Northouse, P. G., 2020). Develop and
supervise a detailed project plane schedule and work plan by documenting meeting minutes and
creating a channel of clear communication regarding timelines and action items (Badewi, 2016).
Document and store all processes and protocols to promote team efficiency and track the
organization's development to help predict and define how it will perform over time (Badewi,
2016).
protocols, and operations before considering a permanent program implementation since the
proposal is based on the case study only. It will help gather better data to identify more pain
points and clarify the ones listed. At the same time, additional research and calculations are
Intermediate, and Ideal. These phases will assist with tracking results and feedback to adjust as
needed between stages. Also, it will help the employees ease into change and gradually adapt.
Finally, the People Team must create and facilitate training solutions tailored to the
P. G., 2020). Create and facilitate training resources that supports career pathing, planning and
healthy workplace environment and appropriate etiquette. In addition, training solutions that aim
to prevent workplace harassment, employee burnout using various methods including group
discussion, lecture, simulations, and videos (Qurtuba, 2019). Encourage employees to take a
variety of personality, skills and learning styles tests to help the leadership team understand their
improve job skills. Assess the success of the Organizational Development progam and help
employees make the most of learning tools and resources. Prepare and facilitate a structured
training solution that highlights clear goals and expectations (Northouse, P. G., 2020).
During the Pilot stage, the People Team hosts the initial discovery sessions with the
leadership team to identify their overall current project and people management challenges,
successes, and short goals. They will also provide the leadership team with various leadership
and personality assessments to help them understand the leader’s style and identify possible gaps
(Davis, 2015, p. 30).In addition, the People Team hosts a variety of surveys and interviews with
employees to learn about their preferences in learning methods, leadership, employee culture,
project planning and management, workflow, etc. The goal is to understand their priorities and
suggestions to help design the best environment for the employees to perform their best while
team will begin the design of the solutions focusing on improving the organization’s structure,
management process, and employee experience and development (Qurtuba University of Science
& IT., 2019, p.78). These solutions will provide clear goals and expectations; they will be
tailored to each leader and team to fit their needs to promote satisfaction, productivity, and
The entire organization will become more independent and soon fully self-sufficient by
trusting the program and it’s processes. The process requires everyone to let go of the reigns
entirely and rely on the solid structure leaders designed for their teams, training strategies, and
team's capabilities (Northouse, P. G., 2020, p. 310). In addition, implementing this program will
not only promote retention but will be an excellent asset for the recruiting process in the future.
The program will promote retention and employee loyalty through the leadership styles
highlighted in this proposal that foster growth, collaboration, and development in a positive, and
empowering work environment (Northouse, P. G., 2020, p. 216). In addition, it will help promote
leadership and decision-making skills across the board, creating a solid foundation for growth
(Northouse, P. G., 2020, p. 302). The cross-training strategy increases redundancy in a team.
Cross-training ensures that if an essential employee leaves or gets sick or takes a vacation, the
business's operations won't suffer. It is also a great way to help employees develop new skills to
perform tasks outside of their usual roles and reduce the boredom that lurks after months of the
same routines. It can also be a morale booster directly tied to productivity, engagement, and
situation and ensuring everyone walks away satisfied (Northouse, P. G., 2020). The People team
will also analyze metrics and insights to uncover/propose solutions to bridge learning and skill
gaps, turnover/engagement, and employee development (Davis, 2015) The Project Management
solutions aim to promote clear communication and visibility across company lines to ensure that
same page and defining employee’s roles clearly and accurately (Badewi, 2016). In addition,
project management activities drive greater project assurance and control. The program will help
capture and maintain quality data that will enable accurate planning, business predictability, and
informed decision-making. It guarantees that best practices are applied and replicated and that all
projects are on track to succeed (Badewi, 2016). The program components provide visibility and
the ability to track and ensure success through a results-oriented and entrepreneurial culture. It
will help avoid unnecessary anxiety and uncertainty for both leaders and followers (Northouse,
P. G., 2020).
Conclusion& Recommendations
Although Mr. River is doing his best to alleviate the current state, if the company
continues to fight organizational development and evolution, it will not be able to reach its full
potential, or at least not soon. A technology company must move quickly, be open-minded, and
be fluid to market changes and demand. The vision of continuing to do what they have always
done and shying away from new leadership styles will not be sustainable.
Therefore, Galactic will continue to endure the pain of revenue drops and employee
retention issues if the pain points highlighted in this proposal continue to be tolerated and
unresolved. Furthermore, Galactic might risk a harassment lawsuit due to Ted Shade's
inappropriate workplace behavior by making inappropriate, racist, and sexist comments in public
Galactic may continue to recruit incredible talent; however, people will continue to leave
if the company fails to implement leadership styles to provide their employees with a supportive,
healthy, and inclusive work environment that promotes growth, development, loyalty, and
productivity.
Although it can be hard to accept and adapt to change and feel attacked by the pain points
of the current state, it is essential to educate all members of the organization in Organizational
Leadership and Development, especially the leadership team. It will help them understand,
embrace, capitalize, and adapt to the everchanging human capital behaviors and needs.
The proposed strategy offers multiple components meant to support and work together
toward the overall success of the Organizational Development program. All the processes,
techniques, and recommendations are essential to the strategy's success and projected growth.
However, it will not work if the leadership team doesn't understand, follow, and embrace it. The
people are the main component of this strategy. Everyone must understand and share the same
References
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https://docs.google.com/document/d/1mPVbkkB6j8A13W7h8oiB0FcvFM8XDP7P/edit
Qurtuba University of Science & IT, Pakistan. (2019). Employee’s Retention and Job
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