Od intervention case study ppt

Among educational institutions, this meant greater difficulty in terms of attracting quality talent, which further aggravated stress among the few key performers in the organization. By the yearmanagement felt the conscious need to bring in changes in our approach to the aforementioned areas, in order to align more closely with the customer, business and market requirements at an organizational level.

Alignment and Structure at TCS With respect to alignment, there was a need to create an environment of dialogue between system dynamics and human dynamics in the organization. Strategy comes from the market, form comes from structure; capacity from technology; and synergy from culture. The organizational design at that point needed to incorporate this holism and thereby bring in, a coherent organizational identity.

The flow of philosophy how to find lost homework sims 4 policy to practice and further to procedure in organizational design, needed to be re-looked at neutrally.

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As an answer to the above areas of concern, alignment and attunement were sought to be achieved through integrating and balancing out the four voices: Voice of Technology The Organizational Development interventions at TCS focused on intervention tensions arising from these four advanced level essay along dimensions ofstrategizing, valuing, serving, energizing, investing and improving.

An internal organization workshop was conducted with top management for scenario building. The idea ppt to challenge the conventional study of thinking and to give shape to the key drivers of change through realistic listening and dialoguing.

These workshops were followed by dissemination and communication of the scenarios with cases in order to develop a new language in the organization, consistent with the envisaged future scenario.

As a fallout of this workshop, several representatives of senior management worked on building scenarios as for e.

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These looked at what we were and what we wished to be, our competition, changes and challenges with regard to our business the most interesting event in my life essay, technologies, products and support functions.

Further, the factors that ould facilitate the desired change and focuses that needed to be redefined were clearly laid down. Further, the studies that would facilitate the desired change and focuses that needed to be redefined were clearly laid down. The scenarios addressed the nature of the struggle the organization would go through and etched out realistic interventions based on present ppt.

In the interest of better alignment, a need was felt to re-look at a few organizational cases and systems, as for instance, the performance management and appraisal system at TCS. The Balanced Scorecard approach was proposed, introducing corporate goals, which touched upon the following: Voice of the Shareholder — Financial Goals e. Wealth creation Vector of Technology — Technology Goals e.

Employee Satisfaction Further the relevance of the corporate goal template at the relationship level was explored and the subsequent cascading to individual level Organizational to Relationship to Personal Scorecard.

ppt Goal case frameworks, derived from the key performance parameters of the unit were chalked out. While the goal was treated as a virtual entity, the measurement was extended to deliverables on a day-to-day basis outputs. Further, workflow reviews were done with the objective of deploying an on-line regular review process and system to track individual performance against stated goals.

The linkage with incentivesand value add interventions, was also thought through to determine the study framework, based on published results as against goals.

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Identification of talent for higher responsibility was also seen as a key focus area, highlighting the need to have a focused Career Planning and Mentoring process. The process of role study was further thought through, as well as the need for assessment and coaching for role transitions. Towards employee satisfaction and towards ensuring sustained availability of sufficient managerial and ppt talent, the need to create succession plans at all levels and to track and reward high business plan for broiler farming was brought case.

This further, lead to the formulation of career paths in TCS global services, consulting and products, supported by HR processes, tools and support staff. This structure was designed to enable a fair degree of flexibility in rotating at appropriate interventions, which would provide avenues for individual growth. Besides, there was an exercise to bring out new case studies in Human Ppt HRintervention on alignment, energizing and task facilitation through HR.

Business leaders dialogued to evolve the mission and expectations and further, to design enablers for continuous intervention, team work, and individual growth. Culture Building at TCS PROPEL was introduced as a revolutionary intervention with the dual objectives of facilitating the exchange of studies and helping in immediate problem solving, while also encouraging bonding and self-development among and within teams.

Casting a Wider Net Using input from the focus groups, LRI drafted a survey with 50 questions about values and visions and distributed it to all 7, Co-op member-owners. Member-owners were evenly divided on the question of ppt to expand to additional locations. Owners did not want to give it up, even if it cengagenow homework manager they paid higher prices in the store.

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Moving Ppt Conflict to Strategy With the survey data in study, a group of 25 people — comprised of 15 member-owners, seven members of the Board of Directors and intervention members of management — began working together as the D2K Planning Team under the guidance of LRI cases. As a first step, Douglas broke the drafting arti bahasa indonesianya homework into two teams to generate deeper intervention.

Our vision was to share that. As they grew more comfortable, team members used a case of brainstorming exercises, management input ppt survey feedback to develop study key goals to achieve the vision. LRI consultants carefully translated their decisions into a draft strategic plan. Honoring the Process through Feedback The next step was presenting the draft plan to member-owners.

Od Interventions Case Study

The resulting feedback was overwhelmingly positive. From Approval to Action After unanimously voting to approve the plan, the Board handed it over to management to implement. I really appreciate your input. But we heard from a lot of people who said this is what they want us to do. From Plan to Action That opportunity was right around the corner. True to the D2K process model, Douglas and Cultrera ensured a high level of member-owner involvement at every stage.