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Creating the Organizational Development Proposal requires analysis and application regarding what you have learned about planned change and organizational development. Thus far, you have created section one, Organizational Setting and section two, Problem Diagnosis for Pharmaceutical coompany. For the proposal report, you are to develop the final sections, Proposed Intervention and Action Plan for Change. In module eight you will then combine all the previously developed sections into one proposal presentation.
Proposed Intervention - Section 3 of Final Organizational Development Proposal
- Evaluate several interventions and determine the best choice for the organization. Based on the risk posed by the problem and citing relevant research, justify your choice of the recommended intervention, supported by an applicable theory and model.
- Design the strategy to implement the chosen intervention. Develop and prioritize the specific procedures needed for successful implementation of the intervention. The following bullets should guide your strategic plan.
- Stakeholders involved in the implementation.
- Timeline for implementation?
- Create an outline of a communication plan to help ensure success.
- Estimate all required resources needed including cost.
Action Plan for Change - Section 4 of Final Organizational Development Proposal
As you create this Action Plan, be mindful of the need to ensure success and minimize resistance.
- Discuss ways to motivate different levels of employees to support the intervention.
- Identify and develop strategies to manage barriers and resistance in organizational change.
- Explain how the organization should communicate the changes and recommended timeframe necessitated by the change.
- Determine if any training, (upskilling, reskilling) is necessary.
- Discuss feedback and data collection about the change after one month, six months, and one year.
Creating an Organizational Development Proposal is a crucial step in addressing the needs of an organization and driving planned change. In this context, we are tasked with developing the final sections of the proposal, which include the Proposed Intervention and Action Plan for Change. These sections play a pivotal role in the successful implementation of organizational development initiatives and in driving organizational development and change. They provide a structured approach to address the identified problem and ensure the proposed intervention is implemented effectively. By considering stakeholders, communication, resources, and employee motivation, you'll be better equipped to navigate the complexities of organizational change and development.
The 3rd section on 'Proposed Intervention' focuses on evaluating various interventions and selecting the most suitable one for the organization. To make an informed choice, we'll need to assess the risks associated with the problem and support your decision with relevant research, theories, and models. Additionally, we must design a strategic plan for the implementation of the chosen intervention. This plan should address key aspects, such as stakeholders, timeline, communication, and resource estimation.
In the 4th section on 'Action Plan for Change', the emphasis is on creating a comprehensive action plan to ensure the success of the chosen intervention while minimizing resistance to change. We will need to explore strategies for motivating employees at different levels, managing barriers and resistance, and detailing the communication strategy for introducing the changes. Additionally, we will assess whether training is required, and plan for feedback and data collection at specific intervals to gauge the impact of the changes.
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