Behavioural Science 2

IIBMS
ASSIGNMENT ANSWERS
SUBJECT: BEHAVIOURAL SCIENCE 2
CASE STUDY 2
Q1) Is organization development appropriate in this situation? Why or why not?
Organizational development is an interdisciplinary field of behavioral science

research that exists to improve where people work. Organizational development,
often abbreviated as OD, improves existing processes and creates new ones. The
idea is to understand how to maximize the effectiveness, potential, and capacity of
both people and organizations. The science of OD combines industrial/organizational
and adult developmental psychology.
Organization development is appropriate in this situation, because The New England

Arts Project has to stand in the market to face the competiotion among the upcoming
market conditions and to develop the strategy of the company. Development is
inevitable in this Arts project which mainly improves the following:
Incresed profit
Better client communications
Better communication across the organization
Enhanced products and services
Employee development and growth
Cost savings in efficiency
More competitive in the marketplace
Understanding of mission and vision
Employee retention.
The New England Arts Project required OD?
The answer is yes and it is “change”. The only thing that stays constant in a business
is change. Organizations must change as often as technology, consumer tastes, and
cultural needs demand.
S. KANNADASAN
IIBMS-B1479-DM2208
IIBMS
ASSIGNMENT ANSWERS
CASE STUDY 2
The main goal of organizational development is improvement. However, improvement

can mean different things to different organizations. These interventions are
examples of the many different ways organizational development affect the life cycle
of an organization. Such processes aren't often recognized as organizational
development — but they are.
For Employees:
• Individuals
• Group,
• Third party,
• Internal team relations
• Team building Large or small group interventions
• Mentoring and
• Leadership development
Technical Structure:
• Organizational structure
• Quality management systems
• Design of work
• Role enrichment
Human resources, people management, human capital
• Performance management
• Talent management & development
• Diversity and inclusion in the workplace
S. KANNADASAN
IIBMS-B1479-DM2208
IIBMS
ASSIGNMENT ANSWERS
CASE STUDY 2
• Wellness initiatives
Understanding the organizational development process
The process of organizational development has several moving parts. There are 5
initiatives to the organizational development process.
1. Diagnosis
2. Collection of data and Analysis
3. Strategy creation
4. Stategy implementation
5. Evaluation
Diagnosis
Where is improvement needed? Depending on the organization, this can be focused

on one department or entire organizational entity. Diagnosis requires data.
Collection of data and analysis
The collection of data requires a holistic approach. One process can have far reaching
tentacles to multiple other processes and departments. Once data is collected the
analysis and method requires a scientific objective approach. Organizational
development allows the data to tell its own story.
Strategy creation
This is the design and development of a set of solutions or one specific solution to
address the diagnosed problem.
S. KANNADASAN
IIBMS-B1479-DM2208
IIBMS
ASSIGNMENT ANSWERS
CASE STUDY 2
Strategy implementation
The implementation of the strategy requires alignment of workforce, stakeholders,

and internal procedures. Above all, it requires communication of the goals and
motivation behind the strategy.
Evaluation
This second round of data collection is continually assessed. It ensures that the
implementation is actually addressing (and improving) the target area. This requires
hard data, reporting, and employee and stakeholder input on the value of the
changes.
Q2. What kinds of resistance to change have the employees of the project displayed?
The following statement extracted from the case study is the simple example of their
resistance;
“A computer would eat the project’s mailing list, they said, destroying any chance of
raising funds for the year. It would send the wrong things to the wrong people,
insulting them and convincing them that the project had become another faceless
organization that did not care. They swapped horror stories about computers that had
charged them thousands of dollars for purchases they had never made or had
assigned the same airplane seat to five people".
• Employees avoiding new assignments.
• They start getting to work late, leaving early, and missing some days.
• Reduced productivity – e.g., missed deadlines, absenteeism.
• Taking long to adopt the changes.
S. KANNADASAN
IIBMS-B1479-DM2208
IIBMS
ASSIGNMENT ANSWERS
CASE STUDY 2
• Complaints
• Lacking interest and morale
• Increased job transfer requests
• Delays in making decisions.
Q3. What can Martin Welk do to overcome the resistance?
In this case study let us understand what is resistance to change?
To put it simply, change is scary and challenging. Maintaining an existing habit is easier
than changing. Trying something new means there is a possibility of failure. Most people
prefer to stay in their comfort zone than venture into unknown territory. They are reluctant
to use the computer for sending mails and invitations.
Even individuals who claim to enjoy change may find it challenging in the workplace. After
all, choosing to make a change in one’s personal life is very different from accepting top-
down organizational change. Resistance to change in the workplace occurs because
most often employees don’t have a choice. This triggers a sense of lost control and
uncertainty.
Imagine organization-wide new software implementation. As an employee, you are

competent using the old platform, and don’t necessarily understand the need for a new
system. What you do understand is: This will require effort to relearn basic functions.
Consciously or subconsciously, you might fear that the change will hurt your job
performance.
Martin Welk may do the following things to overcome the resistance.
S. KANNADASAN
IIBMS-B1479-DM2208
IIBMS
ASSIGNMENT ANSWERS
CASE STUDY 2
1) Listen first, talk second.
2) Communicate the reasons for change.
3) Get excited.
4) Make it about employees.
5) Delegate change
6) Show them the data.
7) Implement in stages.
8) Practice change management exercises
S. KANNADASAN
IIBMS-B1479-DM2208

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IIBMS

Q1) Is organization development appropriate in this situation? Why or why not?

Organizational development is an interdisciplinary field of behavioral science

Organization development is appropriate in this situation, because The New England

The New England Arts Project required OD?

The main goal of organizational development is improvement. However, improvement

Human resources, people management, human capital

Understanding the organizational development process

Where is improvement needed? Depending on the organization, this can be focused

Collection of data and analysis

The implementation of the strategy requires alignment of workforce, stakeholders,

• Employees avoiding new assignments.

• Reduced productivity – e.g., missed deadlines, absenteeism.

• Taking long to adopt the changes.

• Lacking interest and morale

• Increased job transfer requests

• Delays in making decisions.

Q3. What can Martin Welk do to overcome the resistance?

In this case study let us understand what is resistance to change?

Imagine organization-wide new software implementation. As an employee, you are

Martin Welk may do the following things to overcome the resistance.

1) Listen first, talk second.

2) Communicate the reasons for change.

4) Make it about employees.

6) Show them the data.

8) Practice change management exercises

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