Organization Design and Development

1.Critically discuss the organizational development process at San Diego Airport and describe its stages. (3 marks) 2.Which model of planned change has been used in the case of San Diego airport from your point of view? If you were the person in charge, which model of change would you choose? and why? (3 marks) 3.Discuss the main challenges faced by the transition team during the planning and implementation phases. (2 marks) 4.Critically evaluate the change process and if you were the consultant what would you have done differently? ( 2marks) Share on Facebook Tweet Follow us Sample Answer     San Diego Airport’s Organizational Development: A Critical Analysis 1. Stages of Organizational Development at San Diego Airport (3 marks): The San Diego Airport’s transition from being part of the San Diego Unified Port District to becoming a standalone agency involved several key stages: Needs Identification: Recognizing the limitations of the existing structure and the need for greater autonomy for the airport’s growth and development. Assessment: Evaluating the current state of operations, legal and regulatory landscape, and human resources. Full Answer Section       Planning:Developing a detailed transition plan, including addressing staffing, IT systems, legal separation, and stakeholder communication. Implementation:Executing the transition plan, managing logistical challenges, and ensuring smooth operations during the separation. Evaluation:Monitoring the effectiveness of the transition, addressing any unforeseen issues, and making necessary adjustments. Planned Change Model and Preferred Approach (3 marks): Likely Model Used: The San Diego Airport transition most closely resembles the Action Research Model. This model involves iterative cycles of planning, action, evaluation, and refinement, aligning with the stages mentioned earlier. Preferred Model (as Consultant): The Force Field Analysis Model could have been a valuable complement. This model considers the driving and restraining forces for change, allowing for a more proactive approach to managing potential obstacles and building momentum for the transition. Challenges Faced by the Transition Team (2 marks): Complexity of Legal and Regulatory Issues:Navigating the legal separation from the Port District, ensuring compliance with various regulations, and securing necessary permits were likely significant hurdles. Change Management:Managing employee concerns, ensuring effective communication throughout the process, and minimizing disruption to daily airport operations were crucial challenges. Critical Evaluation and Consultant Recommendations (2 marks): Critique: The focus on the Action Research Model suggests a reactive approach. Proactive use of the Force Field Analysis Model could have identified and mitigated potential challenges. Consultant Recommendations: Early Stakeholder Engagement:More extensive engagement with employees, airlines, and other stakeholders could have fostered a sense of ownership and mitigated resistance. Communication Strategy:A clear and consistent communication plan, addressing employee concerns and keeping everyone informed, could have minimized anxiety during the transition. By incorporating these recommendations, the consultant could have facilitated a smoother and more efficient change process.   This question has been answered. Get Answer


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