Leaders play a significant role in any organization as they are tasked with guiding the organization in achieving its set goals and objectives. Learning Times, Inc.'s future leadership wrangles demonstrate the critical role leadership plays and how employees feel during the change process. With the new merger taking shape, the current CEO, Mary Williams, proposed Julie Brown, the current Tutors-for-Kids president. However, other executives from the parent company are opposed to the idea, with themselves eyeing the seat. The rift in the company’s future leadership has led to the board and employees' disengagement. According to Parker (2017), identifying the rift's root cause will facilitate better and effective solutions to the current problem. Organizational development interventions are necessary to resolve the stalemate and restore employee engagement. Feedback is one factor that should be considered in any intervention (San-Jose & Retolaza, 2016). Without feedback, leaders will not consider other people’s opinions, ideas, and emotions when making decisions.
Team building and coaching are two recommended organizational development interventions that will help the company regain composure before the leadership issues arose. As the rift among executives has affected employee morale, team building is a suitable intervention. Mergers put leaders at crossroads, and managing both teams is critical to instilling organizational values and vision (Beauchamp, McEwan, & Waldhauser, 2017). Mary should create a vision for all employees, reminding them of the ultimate goal of the company. One factor to consider in this intervention is the emotions, thoughts, and inputs of other employees towards the change process. In essence, team building helps align all members to the organization's values and improves the employees' overall performance and productivity. Coaching is another intervention that can be applied to Learning Teams, Inc. Coaching translates to encouraging and listening to all staff members about their opinions and ideas on the way forward (bin Mohd Rafeek & McLean, 2015). As part of the human resource, employees are valuable and should be allowed to contribute to the decision-making process.
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References
Beauchamp, M. R., McEwan, D., & Waldhauser, K. J. (2017). Team building: Conceptual, methodological, and applied considerations. Current Opinion in Psychology , 16 , 114-117. https://doi.org/10.1016/j.copsyc.2017.02.031
bin Mohd Rafeek, M. A., & McLean, G. N. (2015). Evaluation of Organization Development Interventions in a Video Simulation Game: A Case Study of Football Manager 2014™. Organization Development Journal , 33 (4).
Parker, J. (2017). The root of the matter: Performing root-cause analysis requires that auditors recognize common myths associated with the process. Internal auditor , 74 (4), 53-59.
San-Jose, L., & Retolaza, J. L. (2016). Is the Delphi method valid for business ethics? A survey analysis. European Journal of Futures Research , 4 (1), 19. https://doi.org/10.1007/s40309-016-0109-x
