The middle managers of a large firm were told by the corporate human resources office that a group of consultants would be calling on them later in the week. The purpose of the consultants’ visit would be to analyze inter-functional relations throughout the firm. The consultants had been very effective in using an OD intervention called team building. Their particular approach used six steps. When their approach was explained to the managers, a great deal of tension was relieved. They had initially thought that team building was a lot of hocus-pocus, like sensitivity training, where people attack each other and let out their aggressions by heaping abuse on those they dislike. By the same token, these managers generally felt that perhaps the consultants were not needed. One of them put it this way: “Now that we understand what is involved in team building, we can go ahead and conduct the sessions ourselves. All we have to do is to choose a manager who is liked by everyone and put him or her in the role of the change agent/consultant. After all, you really don’t need a high-priced consultant to do this team-building stuff. You just have to have a good feel for human nature.” The other managers generally agreed. However, the corporate human resources director turned down their suggestion. He hired the OD consultants to do the team building. Justify the requirement of the OD consultants in the team building exercise. What other team building initiatives would you propose if you were the OD consultant

Understanding Management (MindTap Course List)

10th Edition

ISBN:9781305502215

Author:Richard L. Daft, Dorothy Marcic

Publisher:Richard L. Daft, Dorothy Marcic

Chapter15: Managing Quality And Performance

Section: Chapter Questions

Problem 1GL: Create a Group Control System Step 1 Form into groups of three to five students. Each group will...

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The middle managers of a large firm were told by the corporate human resources office that a group of consultants would be calling on them later in the week. The purpose of the consultants’ visit would be to analyze inter-functional relations throughout the firm. The consultants had been very effective in using an OD intervention called team building. Their particular approach used six steps. When their approach was explained to the managers, a great deal of tension was relieved. They had initially thought that team building was a lot of hocus-pocus, like sensitivity training, where people attack each other and let out their aggressions by heaping abuse on those they dislike. By the same token, these managers generally felt that perhaps the consultants were not needed. One of them put it this way: “Now that we understand what is involved in team building, we can go ahead and conduct the sessions ourselves. All we have to do is to choose a manager who is liked by everyone and put him or her in the role of the change agent/consultant. After all, you really don’t need a high-priced consultant to do this team-building stuff. You just have to have a good feel for human nature.” The other managers generally agreed. However, the corporate human resources director turned down their suggestion. He hired the OD consultants to do the team building. Justify the requirement of the OD consultants in the team building exercise. What other team building initiatives would you propose if you were the OD consultant?

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