The Hexidemical Company

The macro problems include the not so acceptability of the OD group and the general feeling that the group and its activities were wasting company money. The micro problems include that Kay was to an extent receiving preferential treatment from John and that was causing resentment among the group. There was a difference in the personal styles also. For instance Pete, George and Bill wore informal clothes and favored confrontational style by this was not the style of Kay and John.

Structural systems included that the group now reported to Paul Blake and the contact person was now Don Morgan. This structure to an extent is responsible for the dissatisfaction in the group. The Psychosocial system was that the group members who felt that they were earlier reporting to the president now had to report to Paul Blake and that the reporting would take place through Don Morgan. This change is perceived as a put down. A kind of demotion that is not acceptable to everyone. Technical system was that some of the members thought that the client was the entire organization. Kay felt that John Zoltan was the client and now for all practical purposes the HRD department emerged as the client. In addition Kay had acted as the self appointed contact person for the group but the suggestion of the company managers was that Don Morgan be the contact person. Managerial systems affected include the dichotomy in the approach of the members of the team. There are three members who want a confrontational approach and others who want to start with the system and then bring about the change. Goals the original goal was organizational excellence that would mean ultimately achieving the company objective of transition into advanced electronics profitability. The OD group started on training sessions with indifferent results. The impact of the OD group was not very profitable because none of the managers was eager to accept the cost of the group and soon it was relegated to the position of a HRM department.

The alternatives are that John Zoltan take more interest in the activities of the group and support it. The second alternative is that the group be disbanded. The third alternative is that specific and measurable, time bound objectives be set for the group and their performance be evaluated after the period. If they fail in their objectives, the OD group should be disbanded.

It is recommended that the third alternative be accepted and that an a priori evaluation, that is criteria for evaluation be decided in advance, performance parameters be set in advance, in the period of evaluation the OD group be given full freedom to improve the organization and at the end of the evaluation period, the group should be evaluated.

CASE ANALYSIS FORM

Name: The Hexidemical Company

I. Problems

A. Macro

1. The macro problems include the not so acceptability of the OD group and the general feeling that the group and its activities were wasting company money.

B. Micro

1. The micro problems include that Kay was to an extent receiving preferential treatment from John and that was causing resentment among the group.

II. Causes

1. There was a difference in the personal styles also. For instance Pete, George and Bill wore informal clothes and favored confrontational style by this was not the style of Kay and John.

III. Systems affected

1. Structural

o Structural systems included that the group now reported to Paul Blake and the contact person was now Don Morgan. This structure to an extent is responsible for the dissatisfaction in the group.

2. Psychosocial

o The Psychosocial system was that the group members who felt that they were