Hexa Decimal Corporation
Hexa Decimal
Macro The Hexadecimal Company in recent years was forced to change their product market due to lower labor costs by companies in competition. With this change of product came rapid growth and systemic problems within the company. The President, John, Zoltan, decided to created an Organizational Development (OD) group to help address change and managerial style within the company. However, this OD group was not accepted well within the organization and many felt as though this group was a waste of time, energy and resources. Employees did not want to participate in the training although forced to attend.
In the beginning of the group’s development, the members and Zoltan were meeting once a week, relaying quality data and information up to the president for situational awareness and feedback. Zoltan became less involved with the OD group during his absences while traveling abroad for business trips. He did not appoint the group with a leader/manager, because of this, some members of the group are unhappy with the current situations. Some members feel as though there is favoritism with those allowed or some have easier access to speak to Zoltan without appointments (i.e. lunch or coffee meetings). These hostilities could have been avoided if Zoltan appointed a leader or even perhaps one speaker, over the group. An advantage of having one speaker for the group is that this one individual can make appointments with Zoltan and relay crucial information up and down to the group members.
B. Micro When the Hexadecimal Company’s newly developed OD group started training the company on managerial style and changes, employees were not happy with the group or having to sit through the training. Upon evaluating the OD groups training program, the first conflict arose regarding when to confront members with data and approach the issues with a more direct approach versus...
Affected
Since the OD program will
Macro The Hexadecimal Company in recent years was forced to change their product market due to lower labor costs by companies in competition. With this change of product came rapid growth and systemic problems within the company. The President, John, Zoltan, decided to created an Organizational Development (OD) group to help address change and managerial style within the company. However, this OD group was not accepted well within the organization and many felt as though this group was a waste of time, energy and resources. Employees did not want to participate in the training although forced to attend.
In the beginning of the group’s development, the members and Zoltan were meeting once a week, relaying quality data and information up to the president for situational awareness and feedback. Zoltan became less involved with the OD group during his absences while traveling abroad for business trips. He did not appoint the group with a leader/manager, because of this, some members of the group are unhappy with the current situations. Some members feel as though there is favoritism with those allowed or some have easier access to speak to Zoltan without appointments (i.e. lunch or coffee meetings). These hostilities could have been avoided if Zoltan appointed a leader or even perhaps one speaker, over the group. An advantage of having one speaker for the group is that this one individual can make appointments with Zoltan and relay crucial information up and down to the group members.
B. Micro When the Hexadecimal Company’s newly developed OD group started training the company on managerial style and changes, employees were not happy with the group or having to sit through the training. Upon evaluating the OD groups training program, the first conflict arose regarding when to confront members with data and approach the issues with a more direct approach versus...
Affected
Since the OD program will
References: Holbeche, L. (2011): Organizational development: Koyan page publishers. McLean, G, N. (2005): Organizational development: Berrett publishers. Rothwell, W & Starvos, J, M. (2009): Organizational development: John Wiley publishers.