The general method requires developing reliable, valid questionnaires, collecting data from all personnel, analyzing it for trends, and feeding the results back to everyone for action planning
Overcoming Resistance to Change
There is a formula, which we can use to decide if an organization is ready for change:
Dissatisfaction x Vision x First Steps > Resistance to Change
This means that three components must all be present to overcome the resistance to change in an organization: Dissatisfaction with the present situation, a vision of what is possible in the future, and achievable first steps towards reaching this vision. If any of the three is zero or near zero, the product will also be zero or near zero and the resistance to change will dominate.
Leadership Plan Matrix ror Development of a Hybrid Course
study current state* ask questions* market the idea* develop "buy-in" ask for hybrid adjunct faculty member volunteers*train hybrid volunteers*design and implement hybrid internet-based learning community Transition Stage* begin teaching pilot hybrid courses*assess the success of hybrid courses*provide leadership to internet-based learning community *new procedures introduced Institutionalization Stage*revise reward and compensation systems *promote/advance those who support and teach hybrid course*develop hybrid teaching manual *goal achieved
Continuous re-evaluation, two-way communication, feedback, recognyition and reward
Nov Dec Jan Feb Mar Apr May Jun Jul Aug
OD Intervention Strategies
What OD intervention(s) could potentially solve the organization problem, disequilibrium, or need for improvement? Why would the selected intervention be the most effective? How would it be implemented? . Here are some possible OD interventions that can help solve the problem of micromanagement:
Applying criteria to goals. Here the leadership establishes objective criteria for the outputs of the organization's goal-setting processes. Then they hold people accountable not only for stating goals against those criteria but also for producing the desired results.
In-visioning.This is actually a set of interventions that leaders plan with OD's help in order to "acculturate" everyone in the organization into an agreed-upon vision, mission, purpose, and values. The interventions might include training, goal setting, organizational survey-feedback, communications planning, etc.
Team Building.This intervention can take many forms. The most common is interviews and other prework, followed by a one- to three-day offsite session. During the meeting the group diagnoses its function as a unit and plans improvements in its operating procedures
Management/leadership training.Many OD professionals come from a training background. They understand that organizations cannot succeed long-term without well-trained leaders. The OD contribution there can be to ensure that the development curriculum emphasizes practical, current situations that need attention within the organization and to monitor the degree to which training delivery is sufficiently participative as to promise adequate transfer of learnings to the job.
"Walk-the-talk" assessment. Most organizations have at least some leaders who "say one thing and do another." This intervention, which can be highly threatening, concentrates on measuring the extent to which the people within the organization are behaving with integrity.
I picked Management training as the intervention because micromanagement is usually the result of past experience and background of the manager. The manager may have come from an environment, such as fast food and manufacturing, whereas micromanagement is an accepted management form or his micromanagement may be the result of a personal desire to maintain control and power. The first step would be to educate him that micromanagement is not an acceptable management style at Parks and to present some alternatives to micromanagement., such as delegation of functions and team-building.
Micromanagement is a serious problem in the distance learning because micromanagement, in the long run, saps the creativity and motivation needed for success in a competitive environment. A suitable OD interventions would include an outside consultant evaluation and management retraining and education.
'Are You a McJob Manager?" (n.d.) Retrieved April 25, 2005 from
Beckhard, R. & Harris, R. Organizational Transitions. Addison-Wesley, Reading, MA, 1987
Bennis, W., Organization development: Its nature, origin and prospects. Addison-Wesley, Reading, MA, 1969, p. 12
Harvey, D. And R. Brown An Experiential Approach to Organization Development (6th Edition) New York: Prentice Hall; 6th edition (December 8, 2000)
Kouzes, J.M. & Posner, B.Z. (1995). The leadership challenge: How to keep getting extraordinary things done in organizations. San Francisco, CA: Jossey Bass.
Park University. (2000). Park Undergraduate Catalog. Parkville Mo: University Press.
Park University. (2000). World Wide Web Degree Completion Program. Parkville Mo: University Press.