MEMO
Dr. Babcock,
I would just like to clarify some things regarding the two types of organizational development approaches that have been deliberated within the organization, the questionnaire and the staff meetings approach.
First, the self-administered questionnaire, or the type of questionnaire that is usually completed by respondents, had been constructed by yours truly to gather the needed data. To further enhance the data gathering process, I prepared a survey-questionnaire wherein my co-employees and staff members graded each and every key value. Every key value constituted of 10 levels of responses, from low level to high level of achievement.
The decision was made to use a questionnaire for the data collection for this situation due to the sensitivity of the information being obtained. It is important for the respondents to be open and honest in their responses. The use of the questionnaire provides me with the ability to test the views and attitudes of the staff members and employees.
The questionnaires also used open-ended questions to obtain as much information as possible about how the interviewee feels about the research topic. The questions used in the questionnaires have been reviewed, refined and approved. This enabled the respondents to clarify vague statements and to further elaborate on brief comments. I did not share my own beliefs and opinions.
On the other hand, staff meetings which incorporated the use of force field analysis were also accomplished. Researches have proved that staff meetings are able to generate more and better ideas. This is brought about by the combination of parallel idea generation and the utilization of focus group discussions and tools for the organization of ideas. Therefore, decision-making is done with a higher degree of consensus and a higher likelihood of implementation success. However, staff meetings should also be enhanced by information technologies in order to generate the appropriate types of information. Through this process, staff meetings would only take less than a fraction of time as expected. But more importantly, the employees walk away with the minutes of the meeting in hand, regardless of where they are.
Also, because the tools are web-based, the management can choose the proper setting for the staff meetings, whether to place the clients in a conference room, set up a distributed meeting or a mixture of both. The management can decide whether the meeting should be done in real-time or whether the clients can participate and contribute their ideas only when their schedule allows them to. Either way, the company and the staff members can be assured of getting the same focus and productivity while at the same time having a significantly greater flexibility in terms of scheduling.
In conclusion, I recommend that our company use the staff meetings with force field analysis as the standard operating procedure to enhance organizational development.
Credit:ivythesis.typepad.com
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