Organizational Development

This is an Organizational Development Paper which tackles about application of different Intervention styles in a company to help the company improve their internal organization.

It is evident that the organization has a diverse workforce due to the conflict that exists because of difference in values and beliefs. Those within the organization somehow differ with work values and norms. It is a problem that needs to be solved immediately to prevent misunderstanding and coordination problems that might affect company's performance. Meeting employees regularly is necessary to check about their perceptions about the work of the organization. Knowing details on what those in the organization thinks will be helpful for the management in terms of handling its employees and for them to know what strategies to implement in work.

But workforce diversity could also be an advantage for the company since this kind of workforce brings more perspective and a wider range of knowledge to bear on problems, increasing creativity and decision-making effectiveness. Diversity also helps the company to understand and meet the needs of diverse markets. Companies must do more than accept and tolerate diversity, especially now that a conflict exists. The company must take active steps to successfully put an end to the conflict and foster diversity in the workplace. Some of those steps might include training for tolerance, rewarding diversity efforts, changing employee attitudes toward diversity, and developing personnel policies that support diversity.

The intervention should be designed to help teams and groups within organizations become more effective. Such interventions usually assume that the most effective groups communicate well, facilitate a healthy balance between both personal and group needs, and function by consensus as opposed to autocracy or majority rule.