Organizational Development and Change? PPT
(please check word doc named “Paper”) Wells Fargo & Company (domestic or U.S. ethics issues only)
Prepare slides which you believe necessary to cover the criteria below. Assume that you are the leader of an outside OD consulting team that has been retained by a member of the Board of Directors of this organization to conduct a study, given the tools from the text as noted below, and perform an intervention to address the issue of unethical U.S. behavior as found in this organization. Given your research of the Wells Fargo & Company (domestic or U.S. ethics issues only) in question, you are to apply these tools and present to the audience from this corporation your plan for the intervention to produce the desired outcomes.
Some of those Issue was already wrote on the word doc named ?Paper? you can check the doc as well
? Choice of Applicable Planned Change Model(23)
? Degree of Organization (over vs under-organized)(34)
? Self-Knowledge & Skills Necessary(49)
? External vs Internal Consulting(53)
? Role of Ethics(62)
? Entering into an OD Relationship(76)
? Clarify the Organizational Issue
? Determine the Relevant Client
? Selecting the Practitioner
? Essentials of Effective OD Proposal(78)
? Proposed Action
? Roles & Responsibilities
? Recommended Interventions
? Fee, Terms, & Conditions
? Developing a Contract(79)
? Mutual Expectations
? Time & Resources
? Ground Rules
? Factors Affecting Client-Practitioner Dynamics(86)
? Open System-Models in Diagnosing Organizational Systems(95)
? Cycle of Data Collection & Feedback(124)
? Data Collection Methods(126)
? Sampling Considerations(132)
? Sample Selection(random)
? Stratified Sample(mutually exclusive)
? Review Each of the Following OD Criteria ? Apply as Found Appropriate to Your Intervention
? Figure 7.2 ? Human Resource & Process Intervention(172)
? Figure 8.1 ? Effective Change Management(180)
? Table 9.1 ? Behavioral Outcomes to Measure Intervention(213)
? Figure 9.2 ? Institutionalization Framework(222)
? 10-2a ? Individual / Group Interventions-Process(270)
? 11-2a ? Process Interventions ? Application Stages(299)
? Figure 12.5/Table 12.4 ? The Process Structure(346-349)
? Figure 13.1 ? How Employee Involvement Affects Productivity(378)
? Figure 13.2 ? Secondary Effects on Productivity(379)
? ?Features of High-Involvement Organizations?(393)
? Figure 14.1 ? Relationships Among Core Job Dimensions, Critical Psychological States, and Personal and Work Outcomes(406)
? Figure 14.3 ? Model of Self-Managed Work Teams(416)
? Figure 15.1 ? Performance Management Model(441)
? ?Management By Objectives? (MBO)(444)
? Section 15.4 ? Reward Systems (452)
? Review Each of the Following OD Criteria ? Apply as Found Appropriate to Your Intervention
? Figure 16.1 ? Individual Career vs HR Planning(485)
? Table 17.1 ?Work Diversity Interventions(500)
? Figure 17.2 ? Stress Management(508)
? Figure 18.1 ? Systems Model of Organization Design(534)
? Table 18.1 ? Organization Designs(536)
? Figure 19.3 ? Organization Learning & Performance(586)
? Figure 19.4 ? Ladder of Inference(591)
? Table 20.1 ? Major M&A Phases and Activities(609)
? Figure 21.1 ? Components of Organizational Identity(663)
? Analyzing Data(133)
? Qualitative Tools
*Force-Field Analysis of Work-Groups
? Quantitative Tools
*Means, Standard Dev., Freq. Distr.
? Feeding Back Data(142)
? Contents (1-9)
? Possible Effects (flowchart possible outcomes)
? Process of Feedback (1-5)
? Survey Feedback (1-5)
>>Perform this assignment as described. Use an outline format for the slides. Do not try to break up a written report and paste into slides for this PPT. Avoid large quotes on the slides.
>>Follow APA guidelines for your citations to be shown in the last slide.
This is to present your ?Change? via ?Intervention? plan to create and sustain a highly ethically run organization. Included with this, among other changes, should be the implementation of individual motivations within this ethical structure to serve the customer versus the employee. Your audience for this PPT is the individual that hired you and a group of select high level decision maker officers. The criteria to be addressed in your PPT are listed below. Each is to be addressed. If you determine something has no relevance here then address it by making it clear in your presentation. Again, each is to be addressed.
Your ?Issue? is described above and is to be addressed as you determine what your ODP (organizational development practitioner) approaches (criteria from the text below by page number) and considerations would be for each OD item below.
(numbers below indicate text page numbers where criteria for analysis is found)
Wells Fargo Domestic Ethics
Wells Fargo Domestic Ethics
Wells Fargo & Company (domestic ethical issues) Intervention to Create and Sustain a highly Ethically run Organization Including Motivations within this Ethical Structures
Wells Fargo, a financial institution based in the United States, was bucking the trend in a recession. It acquired Wachovia during the 2008 financial crisis and is now the third-largest US bank by assets. After a few years, the company’s revenue had grown and its stock had soared, bringing its value to about $300 billion. Employees were encouraged to open phony accounts in order to meet unrealistic sales targets because of the company culture. More than 1.5 million bank accounts and more than 565,000 credit cards were opened and applied for by firm personnel in the names of consumers who may not have been approved between 2011 and 2015 (Coleman, 2019). Customers and employees are the primary goals of businesses. They also want a place to work. Employees are also provided with a pleasant working environment by the firms. Wells Fargo and Co. is one of the companies that has come under fire for enforcing severe working conditions on its employees. Without their knowledge, the personnel were compelled to open accounts in the names of their customers. As a result of these sanctions, the company was forced to take a large financial loss. There is also a leadership issue at Wells Fargo and the organization as a whole.
Wells Fargo conducted fraudulent activities by their employees and management in the approach of achieving unrealistic financial goals that led organization being fined $185 million. A high rate of fraud is detrimental to an organization’s growth and development. The victim’s
organization suffers, and the nation’s progress is halted as a result. Using the organizational development items in handling the problem.
Entering into OD Relationship: CH 4 (76) Diagnosis
Clarify Organization Issue
Diagnostic and problem solving skills of behavioral scientists are used formally in partnership with the management of the company to solve organizational difficulties and increase effectiveness in organizational development. Change can be introduced in an organization in a way that is as painless as possible using this strategy. Development of the Organization It is defined in a variety of ways by theorists and practitioners. The problem highlighted is fraudulent activity that is opening fake accounts just to meet their sales and remain relevant in the market. Wells Fargo unethical strategy led to firing of many employees and also the company fined $185 million. The problem requires diagnosis because it cannot be just assumed to be a way of making more sales but there are other issues that affects employees (P.76).
Determine Relevant Client
During this process of diagnosis the chosen OD practitioner has the mandate of choosing the clients and in this case are mainly the employees through their union leader representatives where an interview is conducted to source the primary information. The diagnosis process targets on getting the root cause of the problem to guide in getting the right decisions. In the process of bringing change, the employees acts as the relevant client and need involvement in order to get the best feedback p.77.
Wells Fargo should consider looking for an OD practitioner and enter into a contract with the CEO to come and help in solving the problem in the company (p.79). Before entering into agreement, there should be a thorough search on the background information about the OD practitioner making sure that he/she has the ethical skills and responsibility of settling the problem (p.78).
Designing and Development OD Intervention Strategy (p158) CH 7
The intervention design for Wells Fargo is created as soon as the root cause of the fraudulent activity at the bank has been identified. The phase is significant for the ethical dilemma since it helps to provide the groundwork for preventing future instances of unethical behavior that may develop in the future. Because the diagnosis procedure was so critical, the information gathered should be put to good use in developing solutions that address the primary problem. An OB intervention that highlights ways in which employees are motivated to conduct their work ethically as a way of discouraging unethical values is required in the case of the ethical challenge of developing fake accounts as a result of pressure from management to meet unrealistic plans in the case of the ethical challenge of developing fake accounts.
Employees are encouraged to engage in immoral behavior by promising them large sums of money that are impossible to achieve. A plan for meeting goals can be developed during the design stage, which allows the OB practitioner to guarantee that all motivation and reward systems take the likelihood of unethical behavior into account in order to achieve goals. The design blueprint that was created during the initial stage is then subjected to further refinement and improvement. Making a decision on an organization’s intervention program allows for better
planning of the resources that will be required to implement the necessary strategy because there is a requirement for preparation. The unethical activities of Wells Fargo necessitate an intervention, and in this case, the most appropriate technique is the planning and goal-setting strategy, in which realistic goals must be established.
Putting in place the mechanisms that will be followed in the process of ensuring that the strategy works for Wells Fargo is a vital step. Additionally, the activities of planning and goal- setting are a necessary shift in the organization, and they necessitate the support and intervention of both management and employees. Because the approach was designed to involve all employees and management from the beginning, it will be easier and more feasible to adopt in Wells Fargo.
Implementation of OD Intervention Strategy (p.160) (CH 7)
Employees and management are subjected to training, education, and coaching processes as part of the implementation of the planning and goal-setting strategy. These processes assist them in learning about the most effective ways to achieve their objectives without the use of fraudulent means. When it comes to complying with government rules, the method would be advantageous to the firm in every way. Create awareness about how improper the types of activities that Wells Fargo demonstrates that there is a need to avoid similar types of acts in the future by organizing the organization to achieve realistic goals.
For the management team to understand that while it is not certain that the company would make excessive profits, if the income created is done in the proper manner, the company will be successful. Promoting ethical methods of meeting company objectives helps to protect customers and clients from having their information misused. According to previous employees, there was a
time when they had to lie to other people in order to obtain information about helping to open accounts in order to increase their sales, which was unethical.
Evaluation (166) CH7
The implementation of an OB strategy require an evaluation that helps ascertain if the implemented strategy is working towards bringing change needed to the organization. There is the need of conducting an evaluation to determine if the adopted strategy is working in bringing change and transformation to Wells Fargo. The planning and goal-setting strategy is important and is measured by looking at the organization incentives and rewards that are placed in their sales and look on their history and also the current market. The moment the goals looks realistic and practical shows that the employees would work and attain them without applying the dubious means.
Coleman, A. (2019). New brand, same culture: Wells Fargo workers say the company is still toxic. Vox. Retrieved 11 February 2022, from
Cummings, G.T., & Worley, G.C., (2015). Organization Development and Change. Cengage Learning.
Wells Fargo & Company
10-2a ? Individual / Group Interventions-Process (270)
Both individual and group interventions are designated to enhance the effectiveness of communication between organizational members and the respective groups making up the firm. Ethics demands that any task that an individual executes or plans to take must remain in line with the standards and protocols that have been put in place. Individual and group interventions therefore will ensure that organizational members are offering the correct feedback to any person making up the organization. OD intervention process should actively take part in any communication that group members make. In this light, the members will try their best to minimize any weird character that might be in them and which they might want to practice. As pointed out on page 269 of the course text, OD practitioners must have ?have a consensus on the receiver’s goals, emphasize description and appreciation, have constructive motives, and lastly, the relevance of the feedback should be considered? to have effective communication.
Group intervention processes are different from individual interventions in the sense that they aim at processes involving groups and not individuals. Through the processes, affected parties in the organization are capable of formulating the questions that might arise and also able to interpret any observation that might have been made concerning group members. In this light, Wells Fargo and the company ought to formulate such process interventions that will manage how members in the organization are relating with one another, whether individually or when in a group. The best intervention process is outlining ethical procedures that should be followed when a member needs to communicate, a member needs to be monitored, and when a member has an issue to be discussed or shared within the organization.
Figure 12.5/Table 12.4 ? The Process Structure (346-349)
For Wells Fargo & Company to remain ethical when it comes to addressing its issues, the process structure is typically made up of a process owner, a limited executive team, and heads of crucial departments within the organization. The process structure normally takes a hierarchical structure because different leadership levels have different duties and different extents of power and authority. The boundaries between these different levels of leadership have resulted in various issues as far as management is concerned. The following are fundamental if Wells Fargo & Company needs to have an effective process structure. The firm should have a well-defined and established structure with at least five processes outlining how the organization is managing various tasks. Having such an outline in place is essential because it helps in removing unnecessary tasks that might consume resources in the organization. In this light, Wells Fargo & Company ought to have a clear definition of customer expectations. In addition, the company should outline procedures and the functions that the customers should follow to ensure that these expectations have been met. Once the expectations have been met, the customers should be rewarded as a sign of appreciation and motivation.
Figure 13.1 ? How Employee Involvement Affects Productivity (378)
Employee involvement in the organization in organizational activities has significant impacts. Their involvement is directly associated with communication, coordination, improved motivation and abilities, and capabilities (P, 378). Poor communication on the other hand kills coordination and performance in the organization. This eventually results in underperformance within the organization. For Wells Fargo & Company to remain ethical and motivational on employees, employee involvement should be a priority to its employees. It is through the right employee involvement that the company will ensure its employees are adhering to outlined ethical standards and attaining the minimum basic which require awarding and motivation. The motivation of employees to achieve more targets and even enhance their productivity should be a norm in Wells Fargo & Company.
Figure 13.2 ? Secondary Effects on Productivity (379)
Secondary issues about employee ethics and motivation include the well-being of the employee and the level of satisfaction, wellbeing, and happiness of the employees. The degree to which an organization remains ethical and productive is dictated by the happiness and level of satisfaction of the employees. The existing productivity rate of Wells Fargo and Company depicts that the level of employee happiness and satisfaction was low. According to the information available about the company, the firm has been working under intense pressure, and employees have been struggling to cope with the pressure. This has made it difficult for employees to achieve their goals. Hence, the company needs to do something if at all the outcome from the organization is to change.
Figure 14.1 ? Relationships among Core Job Dimensions, Critical Psychological States and Personal and Work Outcomes (406)
Fundamental dimensions of work effectively in any organization impact three major psychological aspects in the organization. These are producing, personal as well as work outcomes. These three in turn have a direct relationship with ethics in the organization. Any weird activity that members of an organization can decide to take part in within the working framework of the organization will mean that performance and wellbeing of the organization have been compromised. The five vital job dimensions are skill variety, task identity, task significance, autonomy, and feedback. These have a significant impact on how organizational parties view work. Of the five critical dimensions, skills variety outlines the number of skills that any individual should have at any given time and where they should be applied. Task identity on the other hand outlines the degree to which individuals and groups should do work. Significance on the other hand is concerned with how good the work is undertaken is towards organizational growth and wellbeing. Feedback is all about the information received as a result of the work that has been executed. In the light of the above-mentioned discussions, Wells Fargo & Company should be sensitive on matters to do with core job dimensions. This is because they are capable of making or breaking the organization. They are also capable of enhancing productivity in the organization and upholding ethics in every task that is to be executed.
Figure 15.1 ? Performance Management Model (441)
Performance management is the process of performance management that includes defining, assessing, formulating, and reinforcing the work behavior and outcomes of employees. Employees should be cautious of any activities they engage in and must be in line with what ought to be discussed. Wells Fargo & Company’s topmost management should come up with strategies to be followed in the entire organization. These strategies should outline what employees are supposed to do in terms o engagement and performance. The ethics of the organization together with their surroundings can be upheld if employees have a full understanding of the limits of their engagement.
?Management by Objectives? (MBO) (444)
The purpose of this is to ensure that the individual goal in the organization is in line with the broader objectives of the organization. This is best attained when the communication between the employee and the organization is well up and individual perceptions and plans are in line with those of the company. With the implementation of MBO approaches, any issues of misunderstanding, poor alignment of the individual and company goals will all be addressed. Since the approach broadly looks at the organization, it remains the best for Wells Fargo and Company since it is equally a big company. The poor communication issues between different departments making up the company have resulted in different views between employees and organizational management. This makes it difficult for the organization to achieve its goals and remain ethical in every activity involved.
Section 15.4 ? Reward Systems (452)
When organizational employees are given rewards, this is a symbol of appreciation and motivation. When employees are motivated, they tend to work extra hard in all dimensions to ensure that they will receive yet another appreciation. Once rewarded, the performance and satisfaction of employees normally go to a higher level. Wells Fargo & Company should ensure that any form of reward that the firm is engaging in should remain in line with other dimensions in the organization. Hence, Wells Fargo & Company should come up with an appreciated way of rewarding all employees to minimize cases in which some departments will feel less important than others.
Figure 16.1 ? Individual Career vs. HR Planning (485)
The office o Human Resource management is responsible for the well-being of employees from all dimensions. Employees tend to be better in the organization when their career development is in line with the objectives they anticipate achieving. The department of human resource management should be ready to help employees who want to grow their career skills and development. There should be a right working relationship between employees and the HR office. In this light, therefore, Wells Fargo & Company should ensure that there is a proper working relationship between employees and HR. This will facilitate the overall ethical growth of the firm.
Figure 17.2 ? Stress Management (508)
Stress is one of the major issues which causes discomfort amongst organizational employees. In any workplace, there exist different stressors, some of which can be as a result of the management while others are employee-based. For this reason, the organization ought to have the right strategies in place which will aid the management of this stress. When ethics in the organization are low, it means that there are aspects of the organization which is not adhered to. Wells Fargo & Company must look for solutions for employees under stress. Wells Fargo & Company suffers both personal and organizational stress making it difficult to achieve the set objectives. Through employee assistance programs, the company will be able to overcome the challenges with stress.
Figure 19.3 ? Organization Learning & Performance (586)
Organizational learning is viral in OD intervention within an organization. Through the learning, the organization is in a better position of acquiring new and relevant skills and knowledge which can be used to transform the organization. When an organization has such an advantage, it automatically goes ahead of its competitors because the knowledge is directly translated into performance. Wells Fargo & Company should carry the whole responsibility of ensuring that its employees are furthering their studies. Through this way, the whole organization would have gone through learning and performance training, enjoying the advantages that such organizations can have over low literacy firms.
Addressing Unethical Behavior at Wells Fargo
Applicable Planned Change Model
Leaders need to create an open communication
Appoint ethics committee for various positions and systems
Design products aligning with moral beliefs and principles of
Promoting respect, fairness and dignity in the company
Self-Knowledge and Skills Necessary
Building trust to encourage open process
Support group action in the company
Reduce boundary issues between seniors and the subordinates
Be transparent, responsive and have drive to solve customer problems
Adhere to corporations act, norms and society rules
Stakeholders must communicate their company preferences
Protect company data by restricting access to the right personnel
Role of Ethics
Develop acceptable and desirable goals and values
Ensuring employee consent in activities
Avoid resentful work environment by eliminating coercive management
Creating an oversight and responsibility acceptance in technology use
Embracing the use of artificial intelligence (AI) to avoid clumsiness
Transparency in shareholder report to avoid misinterpretation
Entering into an OD Relationship
The OD must be concerned with the standards of the company
The OD must understand the human behavior within the organization
The OD must embrace trust, honesty and fairness in the workplace
Must be integral and authentic
Recognize the personal needs of the employees
OD must seek an all-win solution when confronted with conflict
Open-system models in Diagnosing Organizational systems
Effective exchange of feedback between the organization and external environment
Use of public relations to influence the market
Advertising Wells Fargo products and services
Educating consumers and local leaders
Increased security in the organization
Stability and pride
Data Collection Methods
Collecting data on designs, elements and outcomes to:
Establishment of an effective working environment
Determine causes of organizational problems
Making informed decisions
Keep track of OD activities
Access organizational resources
The Cycle of Data Collection and Feedback
Use feedback to solve significant ethical challenges in the firm
Clarify major ethical issues detected in data collection
Build confidence from the data
Provide constructive feedback from the data to the managers
Focus on what is said in the data and understand the feedback
Identify different populations in the company.
Analyze ethical issues from each group
If the sample is random, generalize the outcome and perform inferences without bias.
Use the data to solve ethical issues identified in data collection
If the sample is stratified, find the existing relationship between management and employees, shareholders and management or customers and the organization.
Degree of Organization
Eliminating negative advertising to improve market share
Creating a conducive work environment to reduce absentees
Wells Fargo can adapt to rapid changes by embracing technology, adding value to the firm and living with ambiguity and uncertainty
Understand ethical issues through data collection
Process Intervention. Application Stages
Seek for relevant assistance , support and guidance
Look for appropriate alternatives
Evaluate the alternatives
Make relevant decisions
Implement the decisions
Evaluate the implemented decisions
Employee involvement and effects of Productivity
Engage employees in the intervention
Involve them in solving complex ethical issues
Creating a conducive environment for addressing issues
Involve labor unions in issues affecting the employees
Investigate practices leading to low productivity
Include management representatives in handling ethical issues
Relationships among Core Job Dimensions. Individual Career vs HR Planning
Measuring employees responsibilities in their work
Assessing the psychological condition of the employees
Diagnose the work systems in the company to ensure changes are initiated
Create a sustainable HR for improved individual career development
Create a performance based scale in the organization.
Work Diversity intervention. Stress management
Create a diversity plan for the company to develop employees into higher positions
Create avenues for job satisfaction to improve employees motivation
Collaboration on challenging assignments and problem-solving remedies
Create a work environment where employees do not feel pressured to work (case that led to Wells Fargo scandal)
Reduce organizational stress and personal stress in the workplace
Organizational Learning and performance. Ladder of Inference
Providing employees with adequate knowledge and new skills
Develop practical skills for employees development
Setting standard prices for the products and services
Develop a problem solving skills within the corporation
Imparting employees with techniques that enhance organizational personification and codification
Components of Organizational Identity
Setting positive statements for the organization
Develop personal management of employees within the workplace
Hire managers who understand the standards of the organization and can endure organizational challenges
Bring together leaders and members of the organization for a common approach.