MGT 423 Module 4 Case TUI

MGT 423 Module 4 Case TUI

MGT 423 Module 4 Case TUI

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MGT 423 Module 4 Case TUI

Case Assignment

For this assignment, first carefully review the required background materials. Make sure you remember the standard organizational development approaches covered in Module 1. Then make sure you understand the main principles of Appreciative Inquiry and how they compare to traditional organizational development approaches (action research, problem solving). It is also important to understand what is involved in each of the “5 Ds” – Define, Discovery, Dream, Design, and Destiny.

When you are finished reviewing the background materials, go through each of the scenarios below and apply what you’ve read to these scenarios. For each scenario, cite at least one of the required readings to support your answer. You should cite at least three of the four required readings in your paper. Your paper should be 4–5  pages in length:

  1. A corporation notices that suddenly turnover in the human resource department has been extremely high. This corporations prides itself on having a dedicated and committed workforce, so this high turnover in one department is highly troubling for this company. Normally the human resource department investigates when there is a high turnover rate in a department. But since the human resource department is now the department with the high turnover rate, the CEO decides that an outside consultant should be hired to investigate the high turnover rate and propose solutions. Should this team use an Appreciative Inquiry consultant, or hire a more traditional Organizational Development consultant? Explain your reasoning with references to the required readings.
  2. An organization hires an Appreciative Inquiry consultant to help the company get back on track and improve the performance of its product design team. The consultant starts by asking members of the team how they would like the team to perform and what their ideal vision of the team would be. The consultant collects all of this input and designs a detailed plan regarding how to achieve this ideal future that the team dreams about. However, once this detailed plan is presented to the team they are all shocked that the consultant came up with such an unrealistic plan. Team members say that the expenses involved in this plan are far beyond their budget, and they would also need to hire many new team members in order to achieve this plan in a realistic time frame. They all agree it would be great if they had the time and money to implement this plan, but they also are in consensus that this plan presented by the consultant is highly unrealistic. What do you think went wrong? What steps do you think the Appreciative Inquiry consultant could have taken to make the consulting process go better? Refer to the specific “5 Ds” of Appreciative Inquiry in your answer.
  3. A group of ten friends decide to start a new social networking company and put their savings together to start this new business. The company grows rapidly for the first five years and morale is very high in the company during this time. Everyone gets along very well and they work together cooperatively in order to continuously improve the company and its services. However, after five years the company stops growing and seems to reach a plateau. Morale seems to drop and there is now noticeable tension between employees including the top leadership team. They are not sure what to do revive the company, so they decide to hire a consultant. Should this team use an Appreciative Inquiry approach or a more traditional organizational development approach? Explain your reasoning with references to the required readings.
  4. A large supermarket chain decides they would like to expand to have an online division where consumers can order online and have their groceries delivered directly to their homes. The supermarket decides to create a special taskforce to come up with a detailed plan on how they should develop and manage the new online division. This taskforce includes a diverse variety of employees including those from the marketing department, accounting department, inventory department, and most of the main departments. These employees do not have much experience working with each other since they are from different departments. After meeting regularly for a few months, the taskforce makes almost no progress and are constantly bickering. Management is concerned that the online division will never get off the ground. To get back on track and find a way to function more smoothly, should this taskforce use an Appreciative Inquiry approach or a more traditional organizational development approach? Explain your reasoning with references to the required readings.

 

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MGT 423 Module 4 Case TUI

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MGT 423 Module 4 Case TUI

ACCT 553 DeVryBIAM 500 DeVryCIS 500 STRCIS 558 STRENG 105 GCUFIN 390 DeVryFIN 504 GCUHCA 545 GCUHCA 699 GCUHLT 306 GCUHLT 362 GCUHLT 555 GCUHLT 610 GCUHLT 665 GCUHOSP 594 DeVryHRM 600 DeVryMAT 144 GCUMGMT 600MGT 599 STRMGT 655 GCUMKT 373 GCUPSY 362 GCUPSY 565 GCUPSY 575 GCUPSY 665 GCUSOC 102 GCUSOC 320 GCUSOC 372 GCUSOC 412 GCUNSG 6440 SUHIM 515 GCUNSG 4029 SUHIM 615 GCUNSG 3029 SUNSG 4055 SUNSG 6630 SUNSG 6005 SUCRMJ 310PSY 510 GCUCRMJ 300 DevryCRMJ 425SPD 200 GCU, HLT 490 GCU ,ECH 340 GCU , ECH 440 GCU , ECH 355 GCU ,ECH 350 GCU ,LDR 461 GCU ,ECH 425 GCU ,REL 212 STR ,SCI 115 STR ,CIS 505 STR ,JUS 652 GCUMGT 640 GCUCIS 527 STRSOC 436 GCU,ACC 502 GCUFIN 504 GCU ,MATH 260 DeVry ,ETHC 445 DeVry ,ECET 220 DeVry , CARD 405 DeVryNETW 203 DeVryNETW 205 DeVryECET 365 DeVry ,MATH 270 DeVry ,PHYS 310 DeVry, BIB 106 GCU ,CIS 512 STR ,SYM 506 GCU ,ECN 601 GCU  ,BIAM 570 DeVryPSY 402 GCU , SOC 480 GCU , HUM 112 STR , PHI 210 STR,  ACC 667 GCU,  ACC 622 GCU,  ACC 623 GCU,  ENTR 510 DeVryDNP 840 GCU , BIO 550 GCU , HRM 420 DeVry , ACC 690 GCU  , HCA 807 GCU , ACC 650 GCU , REET 420 DeVry , MIS 605 GCU , ECET 350 DeVry , ENTR 530 DeVry , PSY 102 GCU , MIS 600 GCU , TCH 539 GCU , SPD 300 GCU , SPD 320 GCU , ESL 533 G

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