Introduction An intervention of change and development within an organization is a sequence of practices, activities, and occurrences purposed to aid the entity in enhancing its performance and efficacy. The design of such an intervention emanated from prudent analysis and is directed to resolve distinctive issues and to augment certain operational areas within the organization ascertained in the analysis. The purpose of this paper is to serve a synopsis of the intervention design practice for a private prison company. The paper will delineate criteria that characterize efficacious organizational change and development intervention, ascertains prospective bottlenecks in executing change and the conceivable eventualities that act as guiding principles to effective intervention design.

Initial Steps in the Change Process

Step 1 – Build Awareness

The initial phase in the process of organization stats with creating awareness. The personnel within the private prison company need to be cognizant of the incessant pressure and burden to undertaken a transformation or improvement. Taking into consideration the prevailing status of the two prisons, there is an apparent necessity for organizational change. This is imperative for the reason that the first phase within the process of change gets the ball rolling and when conducted in the right manner, generates positive outcomes. A number of the employees may have awareness of the forthcoming tasks and this insight becomes the core need for change. Responsiveness amongst the workforce is a key advantage for the entity because it offers a motivational superiority. When this inspiration followed by actions then the entity is able to become dominant in its field. Owing to the incessant change in consumer needs and preferences together with intense competition, awareness facilitates the ability...

Whereas appreciating the weightiness of the organizational change and improvement is essential, it is not sufficient, which indicates the need to ascertain they area within the company to lay emphasis on. In order to pinpoint this area, an organizational health check might be conducted, such as examining the prevailing gaps between the present position of the organization and where it ought to be. Another approach is to conduct a comparison of the components of a high performing company to the prevailing one. Analyzing the company’s performance against industry benchmarks is another prospective approach. The significance of this step lies in the fact that it aids in emphasizing endeavor on the fitting places therefore the accessible resources are utilized with exactness and a return on investment assured.
Applicable Theory and Model

The Complexity Theory of Change and the Awareness, Desire, Knowledge, Ability and Reinforcement (ADKAR) model appears to be the most ideal model for facilitating and implementing change within the two prisons respectively (Styhre, 2002; Hiatt, 2006). On the one hand, the Complexity Theory of Change provides a framework through which experts are able to examine and comprehend an organization’s operations. Therefore, it becomes possible to determine the approaches through which an intervention ought to be designed to bring about the change being sought after by the organization (Styhre, 2002). In contrast, the ADKAR model lays emphasis on the philosophies of change structured to be used in a huge number of people or a company in its entirety. It…