solved TOPIC: Imagine that an OD consultant was going to conduct

TOPIC:
Imagine that an OD consultant was going to conduct an intervention in an organization you know well. What outcome or process variables (see Figures 13.1 and 13.2 as examples) would you use to evaluate the effectiveness of the intervention? The “outcome or process variable must be an authored/cited/official example).
Locate and read a related and recent peer-reviewed journal article to use as reference in addition to the textbook. Post what you learned from the article and textbook. PROFESSOR’S GUIDANCE FOR THIS WEEK’S RD:
How Will You Support Your Staff During What May Be a Very Lonely Holiday Season?
By Lin Grensing-PophalDecember 2, 2020

https://www.shrm.org/ResourcesAndTools/hr-topics/employee-relations/Pages/How-Will-You-Support-Your-Staff-During-What-May-Be-a-Very-Lonely-Holiday-Season.aspx?utm_source=marketo&utm_medium=email&utm_campaign=editorial~HR%20Daily~NL_2020-12-2_HR-Daily&linktext=How-Will-You-Support-Your-Staff-During-What-May-Be-a-Very-Lonely-Holiday-Season&mkt_tok=eyJpIjoiTWpGalpqVTFOV0kxWW1FdyIsInQiOiIrRjY5ZU5hck1yazZGU0o0NWJRODVUNGNjaEdDdVhqOGhaRTFqWFVFM0dGZnVZd1ZtK3hhMmRtblwvcVJqKzRYdnR2RzVPbEw5Vk1wWU1PY0lSVlwvaDlhSW1FaHZjK0ozdzVSMEhMK2VraWtcL2ZqY0ViRytPRCtiQWl4MGc2RzA2QyJ9
You will be graded using the following rubric and standards.
Grading Rubric and Standards
-Post 700 word answers by Wednesday 11:55 pm to earn a maximum of 14 points.
– Offer at least two 300-400 word comments (replies) to posts from your peers’ discussions by Saturday 11am  to earn a maximum of 8 points each
Locate and read a related and recent peer-reviewed journal article to use as reference in addition to textbook. Post what you learned from the article and textbook.

discussion 1.

Evaluation is a process to determine the level of success or failure before, during, and after implementing a strategy or a program. Intervention in an organization is a process to disrupt current practices and address dissatisfactory conditions (Anderson, 2017). There are seven types of evaluation; formative evaluation, process evaluation, outcome evaluation, economic evaluation, impact evaluation, summative evaluation, and goal-based evaluation (Centers for Disease Control and Prevention, 2014; Nanda, 2017). Different types of evaluation are used differently depending on the stage of the intervention. For example, Formative evaluation is designed for the early stage of the intervention program to help adjust and refine the program as needed.

However, the more crucial evaluations are process evaluation and summative evaluation. The process evaluation is used during the implementation phase of the intervention. It evaluates if the intervention is going as planned and measures the quantifiable factors. During the process evaluations, data is used to determine the inefficiency and used to streamline processes. When any problem arises, the process evaluation can identify and rectify problems early. As an OD consultant, this is used to understand and determine whether the selected intervention is suitable and efficient. The summative evaluation shows the effectiveness of the intervention, whether the desired change or development happened, the impact of the intervention, and if the objectives are achieved. The summative evaluation is done at the end of the intervention. The evaluation result comes from the data and is used to determine if the intervention is a success and how much impact it has made in an organization. In some cases, the intervention program is a continuous program that continues over an extended period, and summative evaluation can be done at a regular interval such as quarterly or yearly. In my opinion, these two evaluations are the minimum evaluations any interventions must have in place as determinants of the intervention.

Although the two evaluations are recommended, some evaluations are also subjective to the intervention. In the study of ‘Evaluating the Effectiveness of Social Distancing Interventions to Delay or Flatten the Epidemic Curve of Coronavirus Disease,’ the data collection is continuously collected and evaluated during and at the end of the study (Matrajt & Leung, 2020). There is no definitive choice when selecting the type of evaluation to use for any interventions. Instead, the suitability and the objectivity of the intervention itself will determine the evaluations needed.

References

Anderson, D. L. (2017). Organization development : the process of leading organizational change. Sage.

Centers for Disease Control and Prevention. (2014). Types of Evaluation. https://www.cdc.gov/std/program/pupestd/types%20of…

Matrajt, L., & Leung, T. (2020). Early Release – Evaluating the Effectiveness of Social Distancing Interventions to Delay or Flatten the Epidemic Curve of Coronavirus Disease – Volume 26, Number 8—August 2020 – Emerging Infectious Diseases journal – CDC. Wwwnc.cdc.gov, 26(8). https://doi.org/10.3201/eid2608.201093

Nanda, V. (2017, April 18). The 7 Types of Evaluation You Need to Know. Atlan | Humans of Data. https://humansofdata.atlan.com/2017/04/7-types-of-…

Discussion 2

Organization Development intervention refers to the change effort planned organization-wide and managed from the top to increase the organization’s effectiveness and health through designed activities involving an organization’s processes using behavioral science knowledge. Organization Development is a response to identifying the need for change, using an education strategy to the normative change such as the beliefs, attitudes, values, and structure of organizations to adapt to the new technologies, markets, and challenges dizzying rate of change itself.

O.D. interventions have been defined as any actions on the part of a change agent implying that the actions are well planned, deliberate and presumable, and functional to improve and reinforce strategies, structures, and processes that lead to organization effectiveness (Cumming & Worley, 2005). In line with the textbook, it is not only the intervention that matters but how to sustain the change. According to Anderson (2015). It is imperative to sustain the change resulting from O.D. intervention. Figures 13.1 and 13.2, cited by Anderson (2015), listed outcome variables, and process variables through which an O.D. expert can evaluate an intervention’s effectiveness. One of the listed outcome variables I would like to evaluate is Job satisfaction.

According to Cumming & Worley (2005), job satisfaction is the amount of pleasure or contentment employees experience with an existing job and future assignments, leading to a desire to stay with the company with higher job commitment and self-motivation to achieve personal and company goals. Hongchatikul (2009) investigated the impacts of Organizational Development Interventions (ODIs) on employee commitment and motivation to achieving higher customer satisfaction levels in a Bangkok-based company: A.E.S. Engineering Co., Ltd, which specializes in the distribution and servicing of high-tech analytical equipment. To evaluate the effectiveness of ODI on job satisfaction, Anderson (2015) state processes that I can adapt to evaluate if the intervention is effective or not; the processes are

I must meet with the company to restate the original objectives of the engagement and decide what data would best illustrate the desired changes at the personal, team, or organization level. It will allow me to discuss the purpose of evaluating the results and what will be done with the data.
Next is to pick my data gathering method as a form of evaluation. The data gathering method best suited will be a personal interview with the company staff. Job satisfaction is personal, and to know if the staff is satisfied with the change in the roles resulting from the ODI calls for one–on–one interviews with them.
Information from these interviews will be analyzed, and recommendations will be made,
Finally, a well-written report will be generated based on the evaluation and recommendations for the company.
In response to what I learned from the textbook and the research by Hongchatikul (2009), it is evident that O.D. intervention comes with its challenges, stated in the textbook. Some of the challenges were also observed in the research. One of the major challenges is sustaining the change after the intervention has been done. For example, the research findings reveal that not all staff members wished to embrace the greater responsibility that promotion brings, even though ODI makes their work more attractive through job security and self-actualization and better pay.

References
Anderson, D. L (2015). Organization development: the process of leading organizational change. SAGE Publications, Inc
Cummings, Thomas G., and Worley, Christopher G. (2005). Organization Development and Change. (8th ed.) Mason, Ohio: Thomson South-Western.
Hongchatikul, U. (2009). The Impact of Organizational Development Interventions on Employee Commitment And Motivation And Customer Satisfaction: A Case Study. Retrieved from http://www.aulibrary.au.edu/multim1/ABAC_Pub/AU-GSB-e-Journal/v2-n2-4.pdf