Case Study-Carlsbad Essay

interrogatory 1Prior to the Public behaves department merging to become a part of a Major Service Area (MSA), the employees often performed engagement assignments that were redundant in contrasting department which is a waste of the urban center of Carlsbads financial resources. This redundancy in score was contributed to the lack of gluiness in the entire Public works departments except for the water department. neediness of lead is also a hindrance to the departments legation and the employees com relegation because the Public industrial plant director is also the metropolis Engineer. With too many employees performing job duty functions that require super hatful, leadership in the Public plant life department has been lacking the necessary guidance employees should expect. The employee tenure ratio varied between long and short assignments which could be an issue for training and coordination of day to day work without the proper leadership.QUESTION 2I would introduce m yself to the employees within the different departments of the Public Works department to clarify how we pull up stakes be looking to make the makeup better and offer an outline of what we may require from them. I accommodate for have discussed this conversation with management prior to speaking with the employees. Cummings & Worley (2008) states, forwards collecting diagnostic information, practitioners need to establish a relationship with those who allow raise and subsequently use it. Because the nature of that relationship with those who willing provide and subsequently use it (pg. 121). I would use collection methods such as remark of employees at work, surveys and questionnaires. Because the Public Works department wait ons the residents of Carlsbad, I would also include them in random questionnaires to find out how their service is working and how it can be improved.This will allow the department to make feedback from those they work daily to service. finished int erviews with the employees in small groups or singular sessions, I would like to pose direct questions such as What do they need to succeed in their position?, Do they feel as if they are provided enough direction in their day to day?, or What they feel the vision of the make-up is? Cummings & Worley (2008) states, Further probing and clarifications is, therefore, achievable as the interview proceeds. This flexibility is invaluable for gaining private views and feelings about the organization and for exploring new issues that emerge during the interview (126).QUESTION 3I would exhort interventions for the Public Works department such as a do by consultation with the open-systems method intervention. Performing the process consultation prior to oblation the department any solutions to make any changes will allow us to identify where the disconnect in communication with the employees while providing the ground work for establishing the organizations goals. Cummings & Worley (200 8) states, Rather the process consultant works to help managers, employees, and groups appraise and improve human processes, such as communication, interpersonal relations, decision making, and line of work performance(pg. 253).Because the Public Works department has been comprised of so many different groups providing a variety of services to the residents of Carlsbad, I would recommend the open-systems method to the intervention. by dint of this intervention, we will be able to narrowly focus of the core mission of the organization and its purpose while creating an ideal future of how the Public Works department can progress with the inclusion of its employees. Because employees were often doing redundant work, we will use this time to esteem how many people are take on a task and what areas is not being taken sympathize with of due to mismanagement of assignments.QUESTION 4I would begin the murder of the natural action plan by interviewing and meeting with employees indi vidually to introduce the goals of the OD intervention and perform interviews during this discussion. I would also perform random interviews with the residents of Carlsbad who swear on the Public Works service to discern their likes, dislikes and suggestions for improvement. I would so reveal the discrepancies of what the employees and management believe they are doing to what is actually happening.This will allow everyone to gauge the disconnect in their services as well as a starting point for improvement. During this time, we can refocus the employees on the vision of the Public Works department. Cummings & Worley (2008) states, Generally, a vision describes the core determine and purpose that guide the organization as well as an visualise future toward which change is directed. It provides a valued direction for designing, implementing, and appreciateing organizational changes (pg.169).Through the establishment of a communications plan, daily assignment check-ins and train ing the employees will be able to garner a more focused work day and reduce redundant work being duplicated. During the intervention a separate amount of time will be devoted to assess the leadership of the department. With the supervisor splitting duties as the City engineer, we may assess the need for an assistant to properly manage the employees daily. Anonymous surveys and observation will be used to garner feedback on how well the action plan works.ReferencesCummings, T. & Worley, C. (2008). Organization Development & Change. (Pgs. 121, 126, 169, 253) Cengage Learning. Mason, OH.