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OD Industrial Training Interview

OD Industrial Training Interview. WFED 572 Amy Freeman, Lin Gao, Jin Yong Kim Anita Pane Whiteford, Patty Gouse . Discussion Objectives. To understand that OD industrial training problems are not always singular, but are often accentuated by other overlapping unresolved issues.

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OD Industrial Training Interview

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  1. OD Industrial Training Interview WFED 572 Amy Freeman, Lin Gao, Jin Yong Kim Anita Pane Whiteford, Patty Gouse

  2. Discussion Objectives • To understand that OD industrial training problems are not always singular, but are often accentuated by other overlapping unresolved issues. • To recognize that long-time problems are typically multifaceted and require long-term, customized solutions.

  3. Overview Global X is a large firm composed of Healthcare, Fire/Security and Electronics divisions. Company X is a pharmaceutical firm in the Healthcare division. • About Company X • Company X makes bulk chemicals such as acid, salts and solvents • 250-300 employees, salaried and hourly • Two unions representing skilled labor and technicians • Profits have declined • Major Change: • Global X will split its divisions into separate entities • Company X will become a separate company with a new name • Smooth transition requires good communications and working relationships • Challenges: • Two pre-existing problems have damaged internal communications and relationship building: • Union / Management problems • Diversity Issues

  4. Union/Management Relations • Problems • Lack of mutual trust between management and union • Unwillingness to change hinders motivation efforts • Financial difficulties • HR / OD Solutions • Employee attitude survey • Consultant DATs and plant manager coaching • Developing training on communication • Plan to provide career counseling and coaching to all • Effectiveness • Survey considered “waste of time –nothing will be done” • Corporate watched plant management for follow through • Some union members joined DAT

  5. Diversity Issues • Problems • Complex cultural backgrounds and perceptions • Nazi symbol written left on a worker’s locker • Racial slurs written on another worker’s locker • HR / OD Solutions • External consultant hired (Diversity & Management Coaching Specialty) • Needs assessment showed problems with diversity and respect • Diversity training and executive coaching provided by external consultant • Diversity Advisory Team (DAT) formed with voluntary employees who were screened by the consultant • Effectiveness • Some employees understood each other better than before • Some union employees resisted diversity training • No improvement in profit or employees’ performance • Divisions among DAT members • Company HR distrusted by several members, HR representative voted off the team • Additional racial discrimination suits filed after two minority DAT members (union) were disciplined for insubordination

  6. Company Split • Problems • Company split will create a new organization, name undetermined • Company went through 4 previous owners in the past 25 years • Older employees dislike change, historically changes not well received • Internal HR not trusted by most other employees (union and salaried) • Poor profit margin, however, leadership spends while asking employees to save • No effort to secure employee buy-in for weathering the split • HR / OD Solutions • OD diversity consultant addressed problems regarding general adjustment to change, union/management problems evident • Salaried employees receive email updates regarding coming break up • Union employees rely on managers for corporate information (no computer access) • No OD application addressing company split and management changes • Effectiveness • Employees uncomfortable with coming change • Employees seem to fear the unknown • Employees given few tools designed to deal with coming change

  7. Internal vs. External OD Consulting • Problem: • An OD intervention is needed to help address current issues in the plant • Recommendation: • Evaluate the characteristics of Internal vs. External consultants and their specialties • Contrast text book recommendations with real world complications in regards to the consulting role

  8. Discussion Questions • How could Company X’s plant management leadership have prepared its employees to better handle the unknown of the oncoming break up? • What are your recommendations for motivating union employees? • What could the external consultant have suggested regarding additional efforts to attract more employees to attend diversity training? • What should be the follow-up recommendation for the management team after the diversity training is done? • What type of consultant would the company benefit most from in regards to developing and implementing OD changes and why?

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