Organization Development Exams.final

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1 Organization Development Exam Student Number: BLMNRB569622 Unit Code: BALM 301 Unit Title: Organization Development Date: December 05, 2023 Lecturer: Catherine Karimi

2 Organization Development Question One a) "Change is a shift or alteration in the present situation." Change can be perceived as a shift or alteration in an organization's current state of affairs. This transformation can be caused by factors ranging from workforce demographics to technological advancements(Baker & Dalrymple, 2022). Workforce demographics play a key role in instigating organizational change. The aging workforce, for instance, introduces shifting preferences in benefit structures and work arrangements (University of Minnesota, 2017). For example, the popularity of flexible work hours and job sharing reflects a tangible response to the changing demographics. This showcases how change is not merely a theoretical concept but a pragmatic adjustment to the evolving needs and expectations of the workforce. Further illustrating how change is an inherent shift or alteration in the organizational paradigm is the relentless technological advancements. Moore's Law, predicting the doubling of computer circuit complexity every 18 months, propels organizations into rapid technological adaptation (University of Minnesota, 2017). For instance, the music industry's transition from CDs to digital formats illustrates a disruptive technological change (Baker & Dalrymple, 2022). This unexpected shift compelled companies to fundamentally reassess their strategies. Thus, change is a gradual evolution and a sudden and transformative alteration prompted by technological advancements. Ultimately, change, as a shift or alteration, is inherent in the evolution of organizations. Embracing change strategically can enhance efficiency, innovation, and overall organizational development. b) Strategies you would use to improve the employee's performance As a sugar company manager, I would implement five strategic initiatives to enhance employee performance, ensuring the organization's continued success.

3 Transparent communication - I would prioritize transparent communication by clearly articulating the company's goals and objectives. A sense of purpose is instilled by ensuring employees comprehend their role in achieving broader company objectives (Neher & Maley, 2019). This practice would empower employees to understand their roles better. For instance, disseminating production targets would enable workers to align their efforts with manufacturing goals, fostering a collective sense of purpose. Comprehensive Training Programs - I would institute comprehensive training programs designed to elevate the skills of our employees. For example, implementing specialized training sessions focused on modern sugar processing technologies would equip our workforce with the necessary expertise to handle the latest equipment efficiently. This targeted approach ensures that our employees stay abreast of technological advancements, contributing directly to enhancing operational efficiency within the production process. Accountability and Empowerment - I would hold the team and individual employees accountable by implementing regular performance monitoring. Regular feedback enables employees to understand their strengths and areas for improvement (Grewal, 2022). Addressing underperformance would involve open communication, data sharing, and collaborative improvement strategies. For instance, if specific employees consistently lag, knowledge-sharing sessions or process refinements would be initiated to empower them to meet expectations. Incentivizing Performance - I would encourage efficiency through incentive programs, serving as a powerful motivator for high performance. Recognition, such as public praise or bonuses, would be implemented to celebrate outstanding achievements. Recognizing and rewarding exemplary performance motivates the team to consistently excel (Grewal, 2022).In the sugar industry, exceeding production targets or maintaining

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4 exceptional quality standards could trigger tangible incentives like additional paid time off or wellness programs. Cultivating a Culture of Well-being - Acknowledging the correlation between employee satisfaction and performance, I would cultivate a well-being-focused culture. This approach involves offering competitive salaries, comprehensive benefits, and workplace perks, creating a conducive working environment. Prioritizing employee health and job satisfaction would directly impact sustained engagement and improved performance. Question 2 a) Describe using relevant examples what an organization's culture is Organizational culture entails the workplace environment where a collective of individuals collaborates to achieve the goals and objectives set by an organization. It is the guiding philosophy that shapes how an organization structures its activities to uphold a specific workplace decorum (Joseph & Kibera, 2019). Organizational culture is often reflected in the values and beliefs that guide decision-making and behavior. For instance, Google is known for its culture of innovation and its belief in providing employees with a creative and collaborative environment(Santos, 2023). This culture is evident in their value of "10x thinking," encouraging employees to think ten times bigger, fostering a culture of bold ideas and continuous improvement. b) Justify using relevant examples the best Omega oil company culture change approach you would propose for implementation in your proposal In response to the Omega Oil Company board of directors' aspiration for enhanced productivity and profitability through organizational culture change, I propose a shift towards an Innovation and Collaboration Culture. This strategic cultural transformation aims to foster a dynamic and forward-thinking environment that aligns with the fast-paced nature of the oil industry.

5 Rationale The Innovation and Collaboration Culture emphasizes agility, adaptability, and a continuous pursuit of improvement. In the oil sector, where technological advancements and market dynamics constantly evolve, cultivating a culture encouraging innovation is paramount (Baker & Dalrymple, 2022). For instance, leading global oil companies like Chevron have successfully embraced innovation cultures, leveraging technologies like artificial intelligence for predictive maintenance and streamlined operations. Key Components Cross-Functional Collaboration - Encouraging collaboration across departments promotes knowledge sharing and accelerates problem-solving. For instance, integrating production teams with technology experts can lead to innovative solutions for operational challenges. Incentivizing Creative Solutions - Implementing a reward system for innovative ideas motivates employees to think creatively. Recognizing and celebrating successful innovations, as seen in companies like ExxonMobil, fosters a culture of continuous improvement. Continuous Learning Programs - Investing in ongoing training programs ensures employees stay abreast of industry advancements. Like Shell's Learning Hub, Omega Oil can provide resources for continuous education, empowering employees to contribute to the company's growth through informed decisions. Expected Outcomes By promoting an Innovation and Collaboration Culture, Omega Oil Company anticipates heightened operational efficiency, quicker adaptation to market changes, and a workforce actively contributing to the company's success. This cultural shift aligns with industry trends and positions Omega Oil as an agile and innovative player in the competitive

6 oil market. This proposed culture change approach reflects a strategic response to the dynamic nature of the oil industry and draws inspiration from successful examples within the sector. c) Proposals for consideration on culture change at Omega oil company Safety-First Culture - Prioritizing a Safety-First Culture can significantly impact employee well-being and operational efficiency (Boutetière et al., 2021). Drawing inspiration from British Petroleum(BP), where a strong safety culture is ingrained, implementing regular safety training, promoting a reporting culture, and acknowledging safety-conscious behaviors can mitigate risks and enhance overall performance. Customer-Centric Culture - Shifting towards a Customer-Centric Culture can drive profitability by efficiently meeting customer needs (Boutetière et al., 2021). Following Shell's example, adopting customer feedback mechanisms, personalized services, and employee training on customer engagement can position Omega Oil as a client-focused industry leader. Sustainability and Environmental Responsibility - Embracing a Sustainability and Environmental Responsibility Culture aligns with global trends and enhances the company's reputation. Modeling after TotalEnergies, integrating eco-friendly practices, reducing carbon footprints, and investing in renewable energy initiatives can appeal to environmentally conscious consumers and investors. Agile and Flexibility Culture - In a rapidly changing industry, cultivating an Agile and Flexibility Culture, akin to Chevron's approach, ensures adaptability to market shifts. Encouraging experimentation, cross-functional collaboration and streamlined decision- making processes can enhance Omega Oil's responsiveness and competitiveness. Diversity and Inclusion Culture - A Diversity and Inclusion Culture promotes innovation and reflects a commitment to social responsibility (Grewal, 2022). Learning from ExxonMobil's diversity initiatives, Omega Oil can establish inclusive hiring practices,

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7 diversity training programs, and employee resource groups, fostering a workplace that values diverse perspectives and experiences. The proposed cultural change initiatives for Omega Oil Company encompass diverse approaches to enhance productivity and profitability. By drawing inspiration from industry leaders such as BP, Chevron, Shell, ExxonMobil, and TotalEnergies, Omega Oil can strategically tailor its organizational culture to meet the dynamic challenges of the oil sector.

8 References Baker, C., & Dalrymple, R. (2022, December 16). Organizational Change: How to Handle the Inevitable . Leaders.com. https://leaders.com/articles/leadership/organizational- change/ Boutetière, H. de la , Rose, J., & Spinoy, B. (2021). How oil and gas company Total transformed its safety culture | McKinsey . Www.mckinsey.com. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our- insights/transforming-safety-culture-insights-from-the-trenches-at-a-leading-oil-and- gas-company Grewal, A. (2022, September 25). 8 Practical Ways To Improve Employee Performance . ELearning Industry. https://elearningindustry.com/practical-ways-to-improve- employee-performance Joseph, O. O., & Kibera, F. (2019). Organizational Culture and Performance: Evidence from Microfinance Institutions in Kenya. SAGE Open , 9 (1), 1–11. Sagepub. https://doi.org/10.1177/2158244019835934 Neher, A., & Maley, J. (2019). Improving the effectiveness of the employee performance management process. International Journal of Productivity and Performance Management , 69 (6), 1129–1152. Emerald. https://doi.org/10.1108/ijppm-04-2019- 0201 Santos, M. (2023). How Google Works? Why studying and understanding Google is important? Www.linkedin.com. https://www.linkedin.com/pulse/how-google-works- why-studying-understanding-important-queiros-santos/ University of Minnesota. (2017, January 4). 14.3 Organizational Change . Umn.edu; University of Minnesota Libraries Publishing edition, 2017. This edition is adapted from a work originally produced in 2010 by a publisher who has requested that it not

9 receive attribution. https://open.lib.umn.edu/organizationalbehavior/chapter/14-3- organizational-change/

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