ORGANIZATIONAL DEVELOPMENT RESEARCH
Organizational Development and Change
TABLE OF CONTENTS
Anticipating the Need to Change, Problem and Area for Improvement 3
Impact of Organization’s Culture 4
Client and Practitioner Considerations 5
Diagnostic Process and Data Collection 6
Overcoming Resistance to Change 7
Institutionalization Action Plan and Timeline 9
Action Plans, Strategies, and Techniques 9
Specific Intervention ...view middle of the document...
Anticipating the Need to Change - Problem and Area for Improvement
While the 366th Dental clinic has proved to be a facility that excels in both customer service and productivity, there are a number of different issues the plague the clinic.
The main issue that I believe is the foundation of all the issues is the miscommunication and different levels of disconnect that is separating management from the lower level employees. Many of the small issues that can be resolved at a lower level go unrecognized and then grow into big nagging issues that affect work performance. Things such as favoritism, rewards systems, discipline, work policies and even equality of workload has all come into discussion within that last year or so.
Impact of Organization’s Culture
The atmosphere that the dental clinic would like to portray to the outsiders looking is one liking to that of family structure, however this is not always so with all individuals within the clinic. Like the whole Air Force, the dental clinic has also embraced a socialist mind frame. The norms and behavior within the clinic is very respectful, collective, and responsiveness to all customer needs. All conflict are attempted to be handled at the lowest level, however when the issues is between management and lower level employees distain and inconsistencies do arise. All of these great qualities are portrayed and displayed in front of the costumer however there is a lot of backbiting and quarrels amongst many employees. Member identity within the clinic is hit or miss. While a lot of people love their job there is disconnect when it comes to loving their job as well as loving leadership and management while they fall under. Management would like for there to be team emphasis and for the most part there is. There is an god amount of both people focus and autonomy given to middle management and sometimes even to those that has showed and proved themselves to trusted with the amount of responsibility. Control and policies are a big issue. Lower level employee has expressed the strain that new rules and policies place upon them. Many of the rules and policies seem to be added daily or when it is convent to leadership or management. I have come to see that risk tolerance has no home within the dental clinic. Many of the things that take place in the dental clinic may not have no rhyme or reason however they still continue to get done a certain why merely because it has been done that way for years. While there are Air Force Instructions for every task within the dental clinic, a commander can implement policies and rules based upon personal judgment calls. Meeting between all management and employee levels are held once a month with the thought that improvement can be made however many of the same issues seem to rise time and time again.
Client and Practitioner Relationship
In this certain circumstance I would say the dental clinic as a whole is the client, with a focus on the...