Question

Your employer has been going through many challenges this past eighteen months due to the recent financial crises. There has been major challenges throughout the company including, high turnover, software applications being used are outdated, stress is increasing for those employees who have been staying around, and morale is at the lowest point ever for the company . The remaining executives are planning to do a re-organization of the jobs and responsibilities throughout the company. However, each time the executives want to implement the change; another batch of employees resigns. You have been asked by your supervisor to prepare an analysis of what the executive leaders must do.

• Apply the best organizational development process skills the executives should use
• Apply the change strategies within the short-term and long-term
• Evaluate and present the impacts of the resources

Answer 1

- What the executive leaders must do:

Executive leadership: It means the ability to manage or guide the employees in an organization. So, the executive leader must do the following things:

1. Creates an inspiring vision of the future: Its important that the vision must be captivating, conveying the idea that there is always a way forward which means many chances or opportunities are coming in the future. One of the simple ways to transform ideas and vision into results is to have a conversation with the people you lead. During each conversation you must ask the each employees that what it means to him or her.Then ask your employees that you must give their best to achieve that vision.

2. Motivate and inspires people to engage with that vision: Then as a executive leader your next task is to motivate and inspires people to achieve that vision. As a leader, you set example in front of your employees so that they follow your footsteps in order to achieve the vision. You must ask employees what they do to achieve the goals of the enterprise and motivate them to achieve maximum.

3. Manages delivery of the vision: Manages vision in such a way, firstly build a team so that it is more effective at achieving the vision.

Best organizational development process skills the executive should use:

Organizational development: It enables the stakeholders to meet the changing needs of the organization. It is an ongoing process in which implementing effective organizational change.

There are methods or skills engaged by executives for the development of the employees or the organization which are as follow:

- Diagnosis: First, step is to identify the problems that create interference while achieving the goals. So, in other words we can say that understanding the causes. This step involves examining the enterprise goals, mission,policies, environmental factors(internal as well as external),climate and culture etc.

- Action planning: The next step is to crating an actionable planning for the problems that are diagnosed in the first step. It is important that choose the best plan out of so many.

- Intervention: In this stage, implementing the strategy that are planned in the second step. while implementing the strategy it is important to monitor progress.

- Evaluation: In the last step, evaluate that either the problem is solved or overcome with the solutions find in the previous steps. if yes, then it means your executive leader doing the best job or if no, then it means focus on your work and gives best and changing the strategies so, that your organization achieves its goals.

Seven steps that must be follow to apply the change strategies within the short-term and long-term:

- Management support for change: Firstly employees have to check that whether the management is agree for a change if yes, then they would apply the change strategies.

- Case for change: No one want to change for change sake, so its important to create or establish a case for change.Case for change comes from different sources. It must be come from the

(a) data collected from defect rates

(b) consumer satisfaction survey

(c) employee satisfaction survey

- Employee involvement: The next step is to check whether the employee involves to implement the change. Employees involvement is very necessary because implementation of strategic change is not possible without employees support.

- Communicating the change: It is important that the management informs the employee regarding strategic changes. If poor communication between the employees and the management then the chances of implementation is very less.

- Implementation: When all above steps are done then the next step is to implement the changes. The changes that are find out by the management.

- Follow-up: Whenever the change is made it is good to follow-up after implementation and check it out how the changes are working and if the changes gives the better result then it means your implementation of strategic changes are successful.

- Removing barriers: The next step is to removing the barriers which are coming in the implementation process and also it is important to removing the barriers while making strategies change.

Evaluate and present the impacts of the resources:

Firstly, evaluate the resources. evaluate should not be an event,it should be an invitation to reinvent. Impact evaluation is a powerful evaluation and organizational advancement approach that is necessary to achieve the goals of the organization. if impacts are negative then it means you have to change your strategy and then apply again and then find out the impact and then present that in front of your employees.

CONCLUSION: This is all about strategic changes and one should have to keep in mind before implementing the change about the shortage of resources and all and then gives their best to achieve the goals of the organization.