Unit 6: Intervention Design Paper - Rough Draft Due: Sep 23, 2018 at 10:59 PM In

Question

Unit 6: Intervention Design Paper - Rough Draft Due: Sep 23, 2018 at 10:59 PM
Introduction
All students will design an intervention (change effort) from start to finish for their present organization. For students not presently employed, they should design an intervention for an organization of which they are or have been a member. This paper must identify the problem or issue to be changed, and specify a goal that would signify success. This paper must also include how metrics, assessment, and feedback would be handled; i.e., the complete change or intervention process. The paper will be developed in stages, with each stage having its own due date (see below).

Essay is based on college drop outs.
Please also provide me with citations Unit 6: Intervention Design Paper - Rough Draft Due: Sep 23, 2018 at 10:59 PM
Introduction
All students will design an intervention (change effort) from start to finish for their present organization. For students not presently employed, they should design an intervention for an organization of which they are or have been a member. This paper must identify the problem or issue to be changed, and specify a goal that would signify success. This paper must also include how metrics, assessment, and feedback would be handled; i.e., the complete change or intervention process. The paper will be developed in stages, with each stage having its own due date (see below).

Essay is based on college drop outs.
Please also provide me with citations Unit 6: Intervention Design Paper - Rough Draft Due: Sep 23, 2018 at 10:59 PM
Introduction
All students will design an intervention (change effort) from start to finish for their present organization. For students not presently employed, they should design an intervention for an organization of which they are or have been a member. This paper must identify the problem or issue to be changed, and specify a goal that would signify success. This paper must also include how metrics, assessment, and feedback would be handled; i.e., the complete change or intervention process. The paper will be developed in stages, with each stage having its own due date (see below).

Essay is based on college drop outs.
Please also provide me with citations

Explanation / Answer

Hypothesis:

You are currently working in a apparel production organisation, where you are facing a problem of interdepartmental communication, which is leading to blame games and lack of productivity.

We will be solving the issue by taking in accounts, John Kotter's 8 stage model, which is as follows:

- establish sense of urgency:

It is very important to understand the need to establish an effective communication channel so that there is no further mismanagement in the organisation, and lose production any further.

- Create guidelines:

In order to maintain a good communication it is must for all.the realated teams to meet once a week to discuss the flow for the coming week and understand all the requirements for smooth functioning.

Also a per-production meeting before starting a new project, and post-production meeting should be conducted to communicate the challenges in the production, for future smooth functioning.

- develop vision and strategy:

The vision is to make communications better in the teams, so that the production is smooth.

To get to this point, it is important that a proper channel for communication is developed and dicussions are carried out time to time, so that everyone is clear about their roles and there are no blame games.

- Communicating the vision:

The representatives of each department can be call upon, an in depth discussion can be carried out with them, and a flow along with its interval can be figured out.

Also any unclear profile issues of the jobs can be discussed there and each department is made clear about what they have to do, when they have to do and how they have to do.

The representatives can then communicate this to their respective departments.

- empowering actions:

The departments can then start working as per the flow provided, and communicating their part of responsibility once done, so the other person starts with their plan ofof acti. Also one thing is important here the employees start introspecting themselves, and find any root cause of issue within themselves.

- genrating short-term wins:

A weekly discussion can be held as to what things made the communication better and what could be avoided, so that the moral for doing a job in a better way can be increased, and and further confusions can be eliminated.

- consolidating gains and promoting more change:

The strategies which are working efficiently need to judged and understood, so that they can be implemented in the system of the organisation. There by solving the problems related to communication.

- anchoring new approachs in change :

The process for betterment is never ending, the strategies most suitable for the organisation will be practiced and review, and any scope for betterment or improvement can be considered as and when required.

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