Organization development project two on Alvarez Marsal A M United Arabs Emirate Essay Sample

It is the end of every human resource director to guarantee that growing of a company and direction alterations are made efficaciously so that the public presentation of the company is improved. To achieve the best growing. the company or organisation human resource must guarantee that the best schemes and organizations’ solution techniques are used ( McLean. 2009 ) . Alvarez & A ; Marsal ( A & A ; M ) United Arabs Emirate Company is one of the companies that are public presentation sensitive and challenges and issues that it has faced in the recent yesteryear have affected its public presentation. From the position of the company’s past challenges. it is apparent that organisation development attack would be the best direction schemes to work out its job and reassure its initial growing and public presentations.

Entry and catching

From the interviews conducted from fiscal manager of Dubai division. the history of the company. what the company does. its wide scheme. and the challenges that it has faced were recorded and summarised as described herein. A & A ; M Company was started in 1983 by Tony Alvarez and Bryan Marsal. The Dubai Company has more than 1200 employees. 4 managers and a group of 60 employees on supervising. The company sections are divided on the footing of direction and professionals. In add-on. professional section has been divided in 12 sections viz. automotive and providers. consumer packaged goods. energy. fiscal services. health care. high engineering. insurance. fabrication. media and amusement. retail. conveyance. public sector. and private equity. The Company was started with the purpose of supplying fiscal and other confer withing advice to other companies in the united Arabs Emirates. Furthermore. the company strived to guarantee that all the stakeholders. corporations and organisations adapted the best direction patterns. restructuring. and proper handling of both external and internal clients in the direction. A & A ; M Company has created a civilization that aims at beef uping employees’ accomplishments and public presentation in plants. Some strength includes outstanding communicating accomplishments. flexibleness to alterations. ego assurance. ability to larn from errors. committedness to work. and good interpersonal accomplishments. This has enabled the employees to confront all the challenges confronting the company in a more positively manner and therefore enabling frontward growing of the company. The company is presently transporting out confer withing services on betterment of public presentation. steering companies in doing alterations. and assisting in job resolution. The company’s wide scheme is to better the public presentation of organisations in the United Arab Emirates and the planetary universe.

Although the company has been working as confer withing organisations for the houses in UAE and other locations in the universe such as United States and Asia. it has itself suffered direction jobs. which have affected its overall public presentation. This has been evidenced by hapless services that it offered ensuing to prostration of several Bankss that it offered services in 2013 in United Arabs Emirates. The first job involved determination doing where the company made a determination to depute responsibilities and advance some employees without engagement of employees on the determination. As a consequence of employees’ dissatisfaction with the determination. low public presentation was apparent that affected the productiveness of the company negatively. The 2nd issue involved misinterpretation and hapless communicating between direction and internal clients and this resulted to hapless interpersonal relation of internal clients and external clients. The hapless interpersonal relation between internal and external clients led to diminish and loss of external clients therefore impacting the productiveness of the company. For this ground. it was found that it was of import to assist the company better on its determination devising procedure and at the same clip its internal and external relationship so that they could retain its clients. However. go forthing the state of affairs for the company to repair them for itself would decline the state of affairs and can impact the realisation of the company’s wide scheme. Decision doing procedures is of import in maintain good public presentation of a company through smooth execution of determinations ( McLean. 2009 ) .

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Diagnosis stage


After entry and undertaking A & A ; M confer withing house. it was agreed that it was necessary to happen the solutions of the company utilizing and organisation development technique. The Dubai house operates with more than 600 employees plus a figure of executive managers that govern the company. Leting engagement of all the employees in organisation development procedure would be boring and would take rather a long clip before carry throughing the whole procedure. In order to ease a quality alteration that would vouch an betterment in the firm’s repute and public presentation within the shortest clip possible. it was agreed that 60 employees and all the managers would be involved in the procedure. The 60 employees included all the senior staff in the rank of supervisors and squad leaders in all the sections. The four managers functioning at that clip were besides included as portion of the procedure. This was to guarantee that the alteration would be effected positively. The squad leaders would be able to be after and advice the junior employees consequently therefore impacting on the whole public presentation of the house. The procedure had run for one hebdomad and repeated three times in a span of three months to guarantee what was discussed would be positively implemented and that the company public presentation would restart.

The chief points that would be considered would be sensitisation of managers on the importance of affecting determination devising. Another point that would be considered is the importance interpersonal function between the company and its clients so as to keep client trueness. Employees would be emphasised on the importance of good relation with direction so that they can work out any job without impacting the public presentation of the company. Furthermore. ethical determination devising procedure and the importance of both internal and external clients will organize the footing of the procedure.

Data Collection

The aggregation method involved the undermentioned inquiries so as to acquire the root cause of the job and the employees’ attitude on the jobs and their willingness to accommodate to alterations.

Consecutive no. Questions / Answers OB / OD/ Theoretical linkages /Implications/Indications

Data aggregation from managers

1 Q: Evergreen state this the first clip that there was misconstruing on execution of determinations?

A: Yes. there was demand to do alterations and it was though make immediate alterations would assist to better the public presentation of the steadfast Culture and leading linkages ( Mullins. 2013 ) .

2 Q: What led to the disconnected determination devising and execution?

A: It was felt that there was direction crisis and we thought that we could work out the job merely to decline it. Communication. interpersonal dealingss and leading linkages ( Bratton. 2010 ) .

3 Q: what was the direction crisis and miscommunication between employees and the direction of determination made?

A: There reduced figure of coming back clients and that is why we had to do alterations Leadership and communicating linkages ( Bratton. 2010 ) .

Survey from employees ( Supervisors and other junior direction members )

4 Qs: Does the company affect all the stakeholders in determination devising. through engagement and sentiments?

A: Not all determinations that involve all stakeholders. Sometimes they make their ain determinations and force for execution. For illustration the old determination on deputation of responsibilities and publicities was made without affecting other stakeholders The issue involved Communications between employees and direction. organisation determination doing civilization. and leading manner that is adapted by the company ( Bratton. 2010 ) .

5 Q: Evergreen state this the first clip direction made a determination non affecting employees?

A: No. they had done this antecedently but the state of affairs was resolved and it was agreed that it would ne’er go on once more merely to repeat. Leadership and direction ( Bratton. 2010 ) .

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6 Qs: How was the company affected in its Production and net incomes during the crisis

A: the job affected the company negatively and it led to loss of client and reduced net incomes. Problem or crisis

7 Qs: How is the relation between employees and direction?

A: there is a good relationship between employees and direction and it’s merely ruined by miscommunication and unethical determination devising. Interpersonal dealingss in an organisation ( Bloisi. Cook. & A ; Hunsaker. 2007 ) .

8 Qs: Does the company follow bureaucratic operation theoretical accounts to implement is determinations?

A: Employees follow a rigorous line of communicating where employees are under the control of supervisor who are answerable to senior direction and who so are answerable to the managers. Structure of the company and the hierarchal leading ( Mullins. 2013 ) .

9 Q: Do you believe in alterations?

A: yes. the employees are really positive on alterations band particularly alterations that would better the productiveness of the house. The job is deficiency of engagement in determination devising and miscommunication. Open system on employees attitudes


New millenary OD Consulting Company executed an initial meeting with the supervisors and managers of A & A ; M Company on 14th May 2014. Subsequently. the confer withing squad collected considerable informations by usage of structured interview procedure with the staffs motioned herein. After analysing the information in inside informations and analyzing the information in visible radiation of relevant organisation development theory. the undermentioned decisions were arrived at:

The A & A ; M Company is strong in assorted countries as highlighted below and it should go on prosecuting them in order to keep its public presentation and make better.

The employees and direction were really positive to alterations that were suggested and they should keep this attitude so as to better their productiveness

Employees and direction are really concerted and they should keep cooperation even in the company so that they can break the public presentation of the company

The company should besides keep its attitude to do alterations that would break its public presentation through the right channel as it used to make

The followers are the countries necessitating some betterment. in order to keep the company’s current market place. or. to better its current standing

Better on its determination devising procedure so that execution is learnt swimmingly

The company should besides better interpersonal relationship and communicating procedure to avoid misconstruing during determination devising and execution procedures

The company’s bureaucratic direction theoretical account hinders the employees from aerating their concerns every bit shortly every bit possible as they have to follow a procedure that delay the cause of action.


The new Millennium organisation development consulting addressed the undermentioned organisation development intercessions that would assist the A & A ; M Company to better and beef up the company’s countries of betterment.

The country to be improved in the A & A ; M company Appropriate OD intercession Theoretical footing of intercession

Better on its determination devising procedure so that execution is learnt swimmingly Group based and team work intercession to work out the job Group based could assist to ease alterations in organisation since they can be trained and sensitise on the demand of alterations agreed therefore assisting in organisation development ( Forsyth. 2010 ) . Action research would assist to work out the job. A job work outing procedure that involves the receivers is swimmingly implemented. Action research straight involved the employees therefore doing the alteration procedure easier. Furthermore. when employees and direction discuss about a job when they are together. it has a high likely goon to be implemented positively than when merely one group of the employees is involved. For illustration. affecting employees and go forthing direction out would non work out the job ( Hind. Smit. & A ; Page. 2013 ) .

The company should besides better communicating procedure to avoid misinterpretation

Individual appraisal and group intercession Myer Biggs attack would assist to understand each other strengths and failings and this would be of import in bettering how employees relate with other therefore bettering communicating and interpersonal relationship ( Luse. McElroy. Townsend. & A ; DeMarie. 2013 ) .

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The company’s bureaucratic direction theoretical account hinders the employees from aerating their concerns every bit shortly every bit possible as they have to follow a procedure that delay the cause of action.

Individual based attack to place bureaucratic system in the company and how it affects people populating at that place.

Group attack was besides used so that the all the employees could hold on the same solution

The OD theoretical account on action research was used since it could assist to place the job on the company’s bureaucratic system. This involved both managerial because there is high possibility of accommodating a new alteration if the affected people are involved ( Hind. Smit. & A ; Page. 2013 ) .

In add-on. three stairss change theoretical account was used from the fact that it was suggested that employees were non okay with the system so that the direction could accommodate a new system that would better relationship among employees and direction. In three alteration theoretical account. the organisation would be able to accommodate to new alteration in phases and therefore the productiveness of the company and public presentation of the employees would non be affected ( Burke. Lake. & A ; Paine. 2009 ) .


Organization development is one of the concerns theoretical account adapted by human resource direction trade with direction jobs that they encounter in an organisation. A & A ; M company. which is a good known confer withing company in United Arabs Emirates suffered a direction job with it employees that affect its effectivity. In add-on. the company had besides found itself in crisis after doing un-consulted direction determination that delegated and promoted some of the employees. The determination devising job resulted into another job of communicating breakdown its internal clients and this affected their relationship with external client therefore impacting its productiveness. Although the company had a good civilization of fiting employees with outstanding accomplishments such as strength includes outstanding communicating accomplishments. flexibleness to alterations. ego assurance. ability to larn from errors. committedness to work. and good interpersonal accomplishments. it had ran into jobs and the company had to alter on the followers: determination devising procedure so that execution is learnt swimmingly ; the company should besides better interpersonal relationship and communicating procedure to avoid misconstruing during determination devising and execution procedures ; the company’s bureaucratic direction theoretical account hinders the employees from aerating their concerns every bit shortly every bit possible as they have to follow a procedure that delay the cause of action. The jobs were classified under leading. communicating. interpersonal. company’s construction and civilization direction linkages. These jobs could be addressed utilizing action research. Myer Briggs. three measure alteration theoretical account. and group dynamic theoretical account organisation development theoretical accounts.


Bloisi. W. . Cook. C. W. . & A ; Hunsaker. P. L. ( 2007 ) . Management and organizational behavior. London [ u. a. : McGraw-Hill Education.

Bratton. J. ( 2010 ) . Work and organisational behavior. Basingstoke: Palgrave Macmillan.

Burke. W. W. . Lake. D. G. . & A ; Paine. J. W. ( 2009 ) . Organization alteration: A comprehensive reader. San Francisco: Jossey-Bass.

Forsyth. D. R. ( 2010 ) . Group kineticss. Belmont. Calif: Wadsworth Cengage Learning.

Hind. P. . Smit. A. . & A ; Page. N. ( 2013 ) . Enabling Sustainability through an Action Research Process of Organisational Development. Journal Of Corporate Citizenship. ( 49 ) . 137-161.

Luse. A. . McElroy. J. C. . Townsend. A. M. . & A ; DeMarie. S. ( 2013 ) . Personality and cognitive manner as forecasters of penchant for working in practical squads. Computers in Human Behavior. 29 ( 4 ) . 1825-1832.

McLean. G. N. ( 2009 ) . Organization development: Principles. procedures. public presentation. San Francisco: Berrett-Koehler Publishers.

Mullins. L. J. ( 2013 ) . Management & A ; Organisational Behaviour. Pearson

Beginning papers