Intervention Selection.edited

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1 Case Study Assignment for Organizational Development Student’s Name The University of Arizona Global Campus Course name and number Instructor’s name Due date

2 Case Study Assignment for Organizational Development Various companies utilize organizational development interventions to improve performance. While selecting an intervention, companies must assess the organization's needs, considering their goals, resources, and environment. Since these interventions allow an organization to optimize strategy, structure, skills, motivation, management, and assessment processes, they need to be aligned with a team’s developmental stage (Growthspace, 2023). Blaze Mining, a family company, faces leadership and management problems, causing poor performance. Critical organizational functions are compromised due to non-collaborative internal teams and organizational structure calling for organizational development (OD) intervention. OD interventions are structured processes designed to improve an organization's performance. The appropriate Organizational Development intervention for the Blaze Mining company crisis is training and development. Many factors come into play when identifying training and development interventions. The significant steps that are considered include determining the areas that need improvements, then considering the organization's goals, available resources, and internal and external environments, and ultimately taking into account the stage of development the team is currently in. To achieve a positive outcome, organization team members must understand the purpose and activities involved. This paper describes the selection and application of training and development interventions mainly aimed at interacting with leadership groups and developing a cooperative team focused on the organization’s success. Evaluating why the intervention applies to the case study Training and development strategy is a form of conflict management that significantly influences individual, group, and organizational effectiveness. Since there is discord within the leadership team affecting the entire organization's operation, conflict management through

3 training and development is the best approach in this case. As previously mentioned, Blaze Mining Company employees need more teamwork and coordination, leading to better performance. Similarly, the organizations have poor management, which has negatively affected the organization's productivity. For this reason, employees and management need to be encouraged and provided with tools through training and development to improve collaboration, problem-solving, workplace communications, and trust and understanding to boost the company’s efficiency. The intervention would build team members' trust, motivation, and commitment to the organization's goals. Interpretation of the actions involved when utilizing the intervention. It is imperative to interpret the actions involved when utilizing an intervention, in this case, training and development, to ensure it succeeds. To interpret the actions effectively, the organization's management and team must first understand the interventions' goals, mission, and vision. This action ensures that Blaze Mining Company employees are all aware of the organization's objective and their roles in ensuring the intervention is successful. The second action employed when utilizing training and development intervention is identifying activities and tasks the process involve (Borek et al., 2019). Some of the activities involved are workshop sessions, particular interventions for the various departments and divisions, and wrap-up sessions. Workshop sessions are to be held once a month for three months consecutively to improve teamwork and build trust and relationships. Subjects to be considered include effective communication, problem-solving, sensitivity, and team-building activities. Effective communication equips team members with proper communication skills to interact with one another while executing their tasks. It would also help resolve minor conflicts as well as prevent

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4 unnecessary confrontations among employees. Problem-solving sessions would enable Blaze Mining Company team members to resort to healthy ways of solving conflicts, strengthening employee relationships and the interactions between team leaders and managers with their subordinates. According to research, training employees has shown increased comprehension at the workplace among team members since educating employees on sensitivity makes them less defensive and fearful (Han & Stieha, 2020). For this reason, workshop sessions on the matter are noteworthy to address Blaze Mining Company's non-collaborative workforce. Finally, team- building activities would also strengthen professionals, besides motivating team members, positively impacting their productivity. These activities or tasks may involve working as a team to solve puzzles, sharing about oneself, and participating in gaming challenges such as tag ropes. Training and development can also be conducted in the form of particular interventions for departments and divisions. Blaze Mining Company has a considerable number of departments and divisions for their different operations in finance, mining, oil, and education. By implementing special training and development interventions, different departments will be able to solve specific problems pertinent to them, promoting interactions and teamwork. Team leaders, supervisors, and managers can implement workshops and meetings with their respective team members to determine problems they face in the divisions and inform problem-solving decision-making. Private consultations with individual team members can create rapport and influence a cordial relationship. Management can use the platform to empower individual employees' career ambitions, promote good leadership, and form a cohesive team. Lastly, Wrap- up sessions with all stakeholders would allow the team to share about the interventions, including their success, challenges, and further recommendations.

5 The ultimate action when utilizing training and development interventions is identifying the support system the company would employ during the process. The organization must understand the intervention’s purpose and the activities involved in order to support the team effectively. Blaze Mining company management can establish a proficient monitoring and evaluation system to ensure the intervention mission is met and that team members are actively involved in the different tasks and activities involved in the intervention. They can conduct minor surveys to gather employees' opinions on the ongoing intervention. In addition, specific departments can conduct meetings with their respective team to encourage positive participation and prevent defaulting. Finally, the private sessions in various departments and divisions can incorporate discussions on employees' struggles and better ways to help them cope as they go through the intervention process. Conclusion In summary, training and development of suitable interventions for interaction among leadership groups and developing a collaborative team focused on improving productivity for the success of the Blaze Mining Company under the new management. In selection, companies should consider the goals, resources and environment. Training and development intervention applies to the case as it can promote teamwork collaborations between various departments, solve conflict, and promote appropriate managerial methods for the company's survival. It involves three significant steps influencing the successful interpretation of its actions. These actions include determining the purpose of the intervention, identifying the tasks and activities involved in the interventions, and establishing ways to support the team during the intervention process (Borek et al., 2019). Similarly, these tasks and activities recommended for the company include workshop sessions that involve effective communication, problem-solving, sensitivity,

6 and team-building activities; specific intervention for various departments incorporating specific workshops, consultations, and privatized sessions; and finally, close meetings with investors and stakeholder informing on the achievements of the intervention, existing challenges, and future recommendations. It is worth noting that purpose, activities, and task identification are primal for interpreting actions and establishing effective support systems amid the intervention. ultimately, Blaze Mining Company would improve its performance by training and developing its team members (Borek et al., 2019).

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7 References Borek, A. J., Abraham, C., Greaves, C. J., Gillison, F., Tarrant, M., Morgan-Trimmer, S., ... & Smith, J. R. (2019). Identifying change processes in group-based health behaviourchange interventions: developing the mechanisms of action in group-based interventions (MAGI) framework. Health Psychology Review, 13(3), 227–247. Growthspace. (2023, October 16). What is Organizational Development (OD)? https://www.growthspace.com/glossary/organizational-development Han, S. J., & Stieha, V. (2020). Growth Mindset for Human Resource Development: A Scoping Review of the Literature with Recommended Interventions. Human Resource Development Review, 19(3), 309-331. https://doi.org/10.1177/1534484320939739

Intervention Selection.edited

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