Reference no: EM13870066

HRDV Program Assessment Case Questions

Juanita Barges is on a mission to turn Gulfport Transit around and develop it into a high performing organization. As her HRDV consultant, you will need to answer the following questions fully and with specific examples and details. Where appropriate provide discussion for all three levels of Gulfport: organization wide, team or department level and at the individual level.

(1) In her preliminary preparation for a full diagnosis of Gulfport Transit, what important areas and topics should CEO Barges identify regarding performance issues at Gulfport?

(2) Force field analysis is an organizational development tool that highlights the forces in the situation which support change to those forces working against change. Use the force field analysis methodology to diagnosis the forces for and against change in this case. As a result of your analysis, summarize the organization's readiness for change. (See Force Field Analysis Instructions and Example Force Field Analysis Diagram, following Question 4 below.)

(3) How might each of the HRDV course content areas in the Webster University's Masters in HRDV contribute to Gulfport's Strategic HRDV Change Plan? The courses are: HRDV 5610, Training and Development; HRDV 5560, Group Development and Change; HRDV 5630, Organization Development and Change; and Career Management.

• Recommend one theory-based intervention derived from each course and

• Indicate how you would use it to improve or transform the situation.

(4) From the interventions recommended in #3 above, choose one and provide a brief explanation of how you might evaluate its effectiveness using at least one quantitative indicator. Examples of areas for your discussion might include safety, maintenance turn around time and costs, among many other areas.
Force Field Analysis Instructions:

"Force Field Analysis is a method for listing, discussing, and evaluating the various forces for and against a proposed change. Forces that help us achieve the change are called "driving forces." Forces that work against the change are called "restraining forces." Force Field Analysis can be used to develop an action plan to implement a change. Specifically it can . . .

1. Determine if a proposed change can get needed support

2. Identify obstacles to successful solutions

3. Suggest actions to reduce the strength of the obstacles

Types of forces to consider

Available Resources	Attitudes of people	Values
Traditions	Regulations	Desires
Vested interests	Personal or group needs	Costs
Organizational structures	Present or past practices	People
Relationships	Institutional policies or norms	Events
Social or organizational trends	Agencies

The Process

1. Start with a well-defined goal or change to be implemented.

2. Draw a force field diagram.

a. At the top of a large sheet of paper write the goal or change to be implemented.

b. Divide the paper into two columns by drawing a line down the middle. At the top of the left column, write "Driving Forces." Label the right column "Restraining Forces."

Brainstorm a list of driving and restraining forces and record them on the chart in the appropriate column. Once the driving and restraining forces have been identified, ask the following questions:

How significant are each of them?

What is their strength?

Which ones can be altered?

Which cannot?

Which forces can be` altered quickly?

Which ones only slowly?

Which forces, if altered, would produce rapid change?

Which only slow change in the situation?

3. Assign a score to each force, from 1 (weak) to 5 (strong).

The score is based on (a) the strength of the force and (b) the degree to which it is possible to influence this force.

4. Calculate a total score for each of the two columns."