Course: Organizational Change
Week 7 Discussion
Have you ever heard the expression: “If you’re not measuring it, you’re not managing it?” In this discussion, you will determine how you would measure the results of an intervention. Select an intervention with which you have some experience. For example, have you experienced organizational restructuring or downsizing? Does the company you work for have a total quality management program? Have you participated in a training program that was designed to “fix” an organizational problem? Once you selected an intervention, review the chapter that addresses that intervention.
In your Original Post:
- Describe the intervention you have selected.
- Put yourself in the role of the leader/sponsor of this intervention. How would you measure the effectiveness/results of this intervention? Speak in specific, measurable terms.
- What actions would you take if the intervention were not getting anticipated results?
In your Subsequent Posts, respond thoughtfully to the posts of at least two other students.
Back up all opinions with the readings and outside research in academic journals at the KU online library.
- 250 word minimum for initial post
- Include at least two references
- Respond to two learner’s initial post.
KU online library: https://keiseruniversity.libguides.com/home/home?preview=afb5d66ab3b853fa361847ea7dfda322
Reference requirements:
2020-2023 (Peer Review)
APA format
Student reply 1:
Good morning, Professor and Class,
The intervention I have selected is remote work flexibility. Many firms now offer remote work as a popular alternative, especially after the COVID-19 outbreak. It permits workers to work from anywhere outside the office, including their homes (McKinsey & Company, 2022). Flexible remote work has been demonstrated to increase employee retention, productivity, and satisfaction.
As the intervention’s sponsor and leader, I would monitor particular measures to gauge its success. The productivity of employees is one such measure. I would monitor how much time staff members spend on assignments and projects using tools like time-tracking software. This would assist me in assessing whether productivity is being positively or negatively impacted by remote work (SHUKLA & KUMAR, 2023). I would also monitor employee engagement as a metric. Surveys and feedback tools will be vital to determine how involved people are with their work and the corporate culture (Šmite et al., 2023). This would enable me to assess whether remote work positively or negatively impacts employee engagement.
I would take a few steps if the intervention did not have the anticipated results. I would review the data to find any patterns or trends causing the failure. For instance, if worker productivity is low, I would find patterns among workers having difficulty finishing assignments. Secondly, I would speak with staff members to gather their opinions on what aspects of remote work are successful and unsuccessful. This would assist me in determining any problems that might be specific to particular groups or people (Kazi Turin Rahman & Arif, 2021). Lastly, depending on the information gathered and user comments, I suggest modifying the program or policy for remote work. For instance, I might introduce new procedures or technologies to enhance communication if staff members are having trouble interacting when they are working remotely.
In conclusion, many businesses choose to allow their employees to work remotely. It is crucial that you, as the intervention’s leader or sponsor, gauge its success using certain indicators like worker productivity and engagement. It is critical to examine the data, consult with staff members, and make any required adjustments if the intervention is not producing the desired effects.
References:
Kazi Turin Rahman, M., & Arif, Z. U. (2021). Working from home during the COVID-19 pandemic: Satisfaction, challenges, and productivity of employees. Int. J. Trade Commer.-IIARTC, 9, 282-294.
McKinsey & Company. “Is Remote Work Effective: We Finally Have the Data.” Www.mckinsey.com, McKinsey & Company, 23 June 2022,
SHUKLA, S., & KUMAR, D. S. (2023). Work From Home and Its Effects on Employees.
Šmite, D., Moe, N. B., Klotins, E., & Gonzalez-Huerta, J. (2023). From forced Working-From-Home to voluntary working-from-anywhere: Two revolutions in telework. Journal of Systems and Software, 195, 111509.
Student reply 2:
In my previous company, I took part in organizational reform. I was primarily responsible for identifying each employee’s skill set and creating detailed job profiles in accordance with the structure and requirements of the present organization. The main change following the intervention, which lasted a full year, was the transition from a functional to a silo-based organizational structure, in which teams focused on the demands of individual consumers were formed.
I had to assess the intervention’s overall efficacy because I was the project’s leader. Customer reviews were used to gauge this. Customers started to welcome the shift as a result of having a single point of contact for all of their initiatives. Response time thus increased. Accountability went up. improving client satisfaction as a result.
But if the intervention was failing to produceI would then need to review the procedures and modify the structure in order to achieve the desired results. This would carry on until success was attained.
Saha, S., Grahn, B., Ulf-G Gerdtham, Stigmar, K., Holmberg, S., & Jarl, J. (2019). Structured physiotherapy including a work place intervention for patients with neck and/or back pain in primary care: an economic evaluation. The European Journal of Health Economics : HEPAC, 20(2), 317-327. https://0624amz3w-mp02-y-https-doi-org.prx-keiser.lirn.net/10.1007/s10198-018-1003-1
Gonçalves, H., & Ferreira, J. (2023). Transformations in Local Social Action in Portugal. Societies, 13(9), 209. https://0624amz3w-mp02-y-https-doi-org.prx-keiser.lirn.net/10.3390/soc13090209
