Week 6 Case Study
February 23, 2014

The client is satisfied with how the organization has been managed up to this point. With expanding to a full client management service model, Susan believes reorganizing the human resource department will improve productivity and efficiency. This company appears to be very successful and the employees are most likely familiar with the goals of the company. The Unit Structure is laid out correctly and the coordination between the managers and employees appear to be clear.
It is good for the organization that Susan is supportive of the new structure the management team has put together. To announce the future changes informally was a great idea so that everyone was made aware of what will be taking place. I believe Susan should have published and announced the role of the new HR director even if the specific person was not appointed. Then she could have briefly incorporated the changes within her position as well. Susan also suggested training to make the transition comfortable to the employees. Her excessive statements regarding Steven’s popularity was not necessary, although she justified her opinion with complements of his pleasant charisma and leadership skills.
The Integrated Strategic Change Process is the best intervention strategy for this company. With careful analysis, strategy, a plan outline and the proper leadership to support the implementation, this change will only assist the organization through this process. The Myers-Briggs assessment is a great for this and every organization in my opinion to help determine one’s personality type. The consultant could mentor, Susan could assist with career planning and development, and the managers would beneficial coaching the associates with one-on-one