Monitor "group Thinking"

The realities of discrimination should be part of communication within Monitor "group thinking" exercises. Nick Basden should not feel uncomfortable in the organization because of his race. Caroline Firstbrook's disclosure of being harassed by clients should not be a shocking revelation to her colleagues and women should not be required to develop "thick skin" towards discriminatory comments. Implementing an intervention at the right time can alleviate employee's complaints on the lack of diversity in Monitor.

Monitor could have proactively avoided their diversity issue by implementing an organization development plan when the initial surveys and discussion on the lack of diversity surfaced rather than wait until 1993 "Definition of Purpose" exercises to decide to take action in 1994. Monitor should have taken immediate action during the initial complaints because as Kotter explains transformations in an organization is a process rather than en event.

Monitor had the first steps for an Organizational Development Plan: Entry Phase. The initial surveys and discussions amongst Monitor employees illustrates that there is a dire need for change in the organization. Kotter believes that sense of urgency establishes the stage to begin developing a transformation process.

Basden commented that everyone in the firm is in favor of having diversity. The problem is however, the culture of Monitor emphasizes employees creating their own career path and work pace as a result they tend not to give diversity enough attention. Monitor encourages employees to create their own response to any problem which can make the task of an agreed upon solution to diversity difficult.

The next step in implementing an organizational development plan is: Assessment and Feedback & Action Planning phases. An external consultant or selected influential employees (ex: Rotenberg or Rajeev) can communicate and collaborate with employees across the organization for data-gathering and feedback. The organization has practice in communicating with each other through "group thinking" so it will be a comfortable situation for the employees to exchange their point of view and articulate a dream for Monitor to strive to. Through the collaboration employees will have a stake in creating diversity. The information gathered can validate a visioning of a positive future for diversity in Monitor. The envisioned future will be validated even for those whose views did not reach the general consensus because they still had a voice in the process.

Employees can become Change Agents as they continue to collaborate and assess whether their actions and behaviors are making Monitor closer to the agreed upon envisioned future. Having an agreed consensus on an envisioned future for diversity in Monitor will enable employees to work together to a common goal and inspired to assess themselves. The plan is implemented