ADP Case Study On Organizational Development
Question
Task: Read the case study attached and PREPARE a 3000-word individual consultancy report for the Senior Management Team (SMT) of ADP addressing the following tasks:
- Using a range of Contemporary Research Evidence, Organisational Development Models and or Frameworks and Theories, critically discuss the strategies required to address the issues confronting ADP. (70 marks)
Identify and critically analyse the leadership and management behaviours you consider pivotal to the achievement of the change needed to achieve the required organisational transformation. Provide a rationale for your proposition.
Answer
Introduction
The present ADP case study analysis sheds light on a fact that for an organization to undergo transformation to restore effectiveness, the real change is necessary to be established in terms of cultural attribute. As members operating within the organization are prime determinants of operating effectiveness within the organization, the change needs to make implementation in this aspect. For the present ADP case study, ADP organization needs to undergo changes which are not possible to be established by mere tweaking of the existing policies and systems. The real change in culture is possible to be established only when the culture based transformation is possible to be implied (De Smet et al. 2018). When the organization of ADP is found to be at stake due to the inconsistency in performances, services and effectiveness, there are inequalities identified within the organization. There are real changes possible to be embodied through cultural manifestation.
Cultural Transformation Theory at ADP organization
Riane Eisler’s The Chalice and the Blade (1987) coined the concept of Cultural Transformation Theory. By virtue of this theoretical concept, the societal imaging of “partnership model” within civilizations is applied across time. The masculine values prominently abided across organizations as cultural dominance are gradually replaced with flavors of equality and equity. Such a structural remodeling where organizational hierarchy undergoes reformation is likely to embody the theory of cultural transformation where major thoughts, beliefs and actions are possible to be remodeled. With the virtue of cultural transformation, through a collective mindset is tried to be established within the workplace of ADP organization in their structural formation and functional attributes. The beliefs, assumptions and values following which ADP organization is carried out their services are often found to be unconscious in nature (Tsai et al. 2019). There are severe cases of inconsistency observed in the ADP case study within the performance of the organization.
The workplace relations mentioned in the ADP case study depict that one marketing manager feels uneasy in the presence of the other marketing manager. The decisions made by Emma as the marketing manager are often acknowledged as to threatened and intimidated by the decision making imposed upon Brian. The performance inadequacy created by the team of Brian using through inappropriate use of management approach are considered to be inferior in nature. There are contrasting concerns raised by Emma that Brian needed to use more of dependence on hands-on management approach to be able to create trading optimization. There are fatigue and stress related to complaining of employee performance levels. These are responsible reasons for the performance inferiority at ADP organization (Bystydzienski et al. 2017). However making mere alterations within the organizational protocols and policies shall never be enough. Observing the readings of There are needs for culture specific changes that are necessary to take place within ADP organization so that effectiveness in performances is possible to be created.
What is the role of Transformational Leadership Theory on the context of ADP case study?
This is the theoretical model where leaders are necessary to identify the needs requirements of team members and that of employees of organization. In order to work in teams through collective spirit, vision of inspiration to guide change in outcomes are executed to bring changes within ADP organization. However, to bring this transformation in leaders the culture of the overall organization needs to be altered. For the culture of the organization to undergo changes the initiation of the transformation process needs to start with the leaders of the organization. The leaders showing directions to employees for performing in a definite purpose oriented manner, need to embrace the change themselves first. Leaders are responsible to strategize new ways and reach the innovative outcomes through performance effectiveness (Baldersheim, 2019). Hence, the leaders need to become models of the newly adapted behavior abiding the change mechanism under new culture where all other employees can follow and embrace the same change.
As revealed from the consultancy interview process by Karl in the ADP case study, HR manager named Karen Watt seemed to take greater initiatives in building the higher competitiveness through recruitment and selection processes. However, in doing so, the scope for encouraging staffs and creating opportunities for development in career and ways of promotion are greatly lacking. There are limited scope for employee growth and personal development to be endured within the organization of ADP. It is through the new cultural framework that behavioral alternatives are possible to be embraced. With the promotion of higher level roles perceived under the new production opportunities and staffing scopes embodied under new cultural effectiveness that decline in performances in ADP through Karen Watts’ team are possible to be improved.
Cultural Adaptation Theory
Changing the culture into inclusive cultural model shall facilitate the organization in overcoming the challenges. The Cultural Adaptation Theory proposed by Robert Wuthnow considered to prepare this ADP case study analysis, embodies developmental and evolutionary precursors to orient organization in the path of change through cultural reformation. When organizational behaviors and beliefs are found to become outdated and incongruent with contemporary objectives through future prospect, such changes are advised as significant. It is abiding to this theoretical model perspective that modifications are infused encompassing current tendencies the pattern of cultural belief needs to be reformed. This theoretical model considered in the ADP case study analysis proposes the chances that create objectives of survival instincts within the organization for assured successful outcomes. With specific relevance to growing societal complexity factors, the changes through these theoretical perspectives are incorporated within the organization (Burke and Noumair, 2015). Keeping in connection within theoretical model ideologies, the necessary changes with ADP organization are brought to play. The basic culturally transformed attributes that are necessary to be embodied with ADP’s performance orientation that are causing its decline are poor health, safety and product quality requisites. Recognizing employee participation through staff development programs need to focus upon encouraging career enhancement (Wiewiora and Kowalkiewicz, 2019). The potentials for reaching higher opportunities under Karen’s team are necessary to be undertaken.
With the cultural transformation criteria, the leadership position occupier in terms of Karen’s team there is need for encouraging the staffs through value generated operations of training, management development and frequent development programs. As per the readings of ADP case study, Karen needs to incorporate empowering approach as their change in cultural orientation and instead replace the existing competitive approach across the organization. The belief point needs to change for the leader at different operative departments at ADP. Each of the areas of hesitations and shortcomings are necessary to be established in an effectual manner. The leaders through this change of culture are expected to become fully committed to the beliefs and values that create prioritization towards employees rather than on outputs created by them. Enhanced development of competitive edge will only pull down the performance effectiveness. Employee satisfaction areas are needed to be equally met to yield consistency in service outcomes and improve the areas that are deficient and declining in nature (Bolman and Deal, 2017). The change in cultural component of the organizational environment is necessary, so that sufficient encouragement towards employees. With the change in culture new values can be adapted to support the success of the business in order to achieve enhance performance outcomes through greater transparency and equity in service outcomes.
Critical analysis of leadership and management behaviours illustrated in the ADP case study considered as pivotal to achievement of the change needed transform the organization. Justification with rationale
Creating future oriented vision through leadership and management traits the transformed organizational effectiveness is possible to be taken. The leaders are expected to possess sufficient qualification and potential ability by occupying the position of manager, leader or person with chief executive power. In terms of such changes in cultural aspects and leadership mechanism within organization of ADP the widespread implications in social and environmental factors addressing the future are analyzed. It is found that innovation related approach established through their vision allows the organization to be benefited with several dominant qualities (Bierema, 2017). It is through the vision of sustained outcomes yielded through the organization’s positive rewards and advantageous results that leadership and management behaviours take place through transformed cultural leadership. There are multidimensional views necessary to be undertaken through leadership effectiveness where a good deal of dependence is created through responses. With the distinctive and clear vision established in organization that leaders at ADP organization need to infuse elements like motivation, mutual responsibilities and inspiration.
It is depending upon the leader of the organization that potentials within the organization are possible to be established effectually. With the manifestation of effective ability of the management that company motives are protected effectually. It is through realization of employee needs that company targets are possible to be accomplished (Kühn, 2019). It is with the critical role of the leader that improved environments are established to attain the common goals. There are ways in which leadership performance and behavioural traits that reflect the essence of definite culture within the organizations. Maintaining equity within the organization’s operational framework is one of the most crucial and challenging aspects of leadership roles.
What are the strategies required to address the issues encountered by the organization identified in the ADP case study?
In the present ADP case study analysis, it is found that establishing equity across operative framework is a scope of limitation identified within ADP’s sustained growth. According to Karl’s management audit, only two female members are acknowledged with the designation of seniority authority within the management team (Rowles and Brown, 2017). It is further identified that 70 percent of the female workers within ADP organization are part-time workers, whereas only 30 percent males are part-time workers operating within ADP organization. ADP practices a sex based discrepancy which prevails and is enjoyed by the management structure. There are incredibly low incidence rates observed in terms of women taking up critical managerial responsibility at ADP. There is an extremely sorrowful hierarchical structure pictured in the present ADP case study where significant managerial role is embodied by merely Lucy Jones by occupying the designation of leading team supervisor within the general manufacturing department of operation. Another eminent position is occupied by Emma Brown in terms of production manager at ‘Xph’ is possible to be created. There are distinctive deficits reflected within ADP through employees to endure the ethical minorities (Coulson-Thomas, 2019).
There is a prime area of deficit identified by the Karl as the business consultant. It is found that ADP is driven towards leadership directive to invest increased amount of funds and resources in terms of facilitation and conducting of research and development. When the investment of economic allocations are driven towards excessive conducts of Research and Development functions within the organization, there are compromised functions yielded across the prime areas of operatives (Dhir, 2019). Manufacturing, designing and delivering of new drugs meant for specific illness is the prime concern of the organization of AD Pharmaceuticals. It becomes mandate to focus and generate all resources to strengthen this functional domain in an active manner. However, while Karl carried out his monitoring and assessment across management performance audit, the face of deficits, discrepancy in service allocations and inadequacy across the functional domains are vividly pointed out. The facilities that are necessary to be projected towards ADP organization through diversified departments mentioned in the ADP case study are found to suffer due to lack of effective decision making. The lack of proper allocation of funds and other resources is reflected from leadership characteristic callousness. While making the assessment and evaluation, Karl was evident to find that workplace ineffectiveness is witnessed.
Evaluation of the impact of organisational politics, power and conflict and how these interact to impact on organisational development, organisational efficiency and organisational effectiveness
There are varied challenging aspects identified within ADP organization in terms of operative paradigm across varied service wings. In terms of organizational culture explored in the ADP case study implemented within an organization, there are certain strong elements that reflected about the operative practices within ADP organization. There is a typical sexist mentality that persists across the recruitment, selection and operative structure within the organization (Kane, 2019). While scrutinizing the hierarchical structure of ADP organization, there is a typical trend of male centric inclusion within the organizational staffs are carried out. More than 70 percent of the staffs are male employees, who are mostly full term employees attached with the organization. Although ADP organization also includes part-time workers as males, there are mostly women who are kept at temporary employment opportunity associated. There are limited scopes provided for the women of the organization to undergo career related growth and development opportunities. It is merely two women who acquired senior managerial posts within the organization in the name of Lucy Johns and Emma Brown in their respective functional domains of operation, be it in marketing or management. However, this provides a clear picture of ADP organization in terms of ineffective employment related equity. There is no balanced equation created based on the ADP case study across the employment hierarchical structure where a uniform participation would be standardized and expected within that of organizational periphery of ADP (McGuire and Palus, 2018). This brings the organization to immediate lead of change in leadership qualities where the culture specific action orientation is desired rather than mere alteration of protocols and policy regulations.
On further exploring the organizational framework there is greater difficulty areas identified in the form organizational trend. It is on the basis of ADP case study analysis that severe loop holes are identified within the functional attributes. The productivity outcomes and the performances yielded within ADP organization are found to be quite questionable in nature. Keeping in comparison with ‘Xph’, the operative paradigm and functional efficacy at ADP organization is found to be quite low and suffering in nature. The pace of working and the service results at ADP organization are found to be reflective of a dull, gloomy and lethargic orientation. The workplace resultant outcomes are indicative of the fact that a rigid structure of leadership and management is to be held responsible at the core. As the routine of daily working operations are extremely subjected to rigidity and stringent nature the productivity is getting affected. The employee morals, motivation and encouragements are possible to be get naturally hindered and taken a seat back.
Organisational diagnosis and evaluate the impact of organisational design and structure on the nature, functioning and effectiveness of organisations
When the workplace environment is taken into consideration at ADP organization, there is scrutiny conducted in the service functional areas. Routine drugs manufacturing and continued smooth functioning are found to get disrupted in an evident manner. Such a strong disruption process is felt through the performance inefficiency and lack of leadership effectiveness. It brings to the alarming analysis of ADP organization that they are incapable of manifesting the marking activities in a professional manner (Yadav et al. 2017). There is lack of variety identified from the ADP case study along with decline in effective proficiency that limits the employee scope to perform at the best of their potentials. Rather it was the routine drug manufacturing proposition that ADP organization banked upon. It is owing to the successful sales outcomes manifested across the ‘Xph’ department of operation in the market that the authorities leading the organization become least bothered towards the dropping sales of ADP organization. Dave and Eileen appear to be least bothered about the struggling position of ADP organization in terms of declining sales figure and the ineffective productivity operations (King and Haar, 2017). The investments becoming excessively unidirectional and stringent in one aspect that overall productivity and profitable outcomes are getting hindered at ADP organization. Instead of creating profitable outcomes in particularly one dimension of function, it is necessary that those overall performance outcomes are driven towards successful productive and prospering environment. For this a change in the core beliefs and functional behaviours are mandate to be observed and practiced rightfully. If such an ideal scenario explored in the ADP case study gets manifested at the organization there are reasons to yield optimistic results in favour of improved productivity and greater committed performances from the employee ends (Kondakci and Zayim-Kurtay, 2019). It is subjected to reinforcement towards the Research and Development section of the organization that achievements of success are consistently yielded. However, this unidirectional achievement orientation cannot certainly be a replacement or justification to balance the declining and dropping situation of sales and manufacturing departments.
Recommendations related to each organisational context
The present ADP case study analysis gives an impression of sexist mental set while creating structural and functional effectiveness within ADP organization. The discrepancies noticed in recruitment and selection criteria to gain employment and senior position at management of ADP organization on the basis of sex of the individual needs to be prohibited. There needs to be equality and uniformity established across the organization (Kane, 2019). Value towards efforts performed needs to be manifested so that employees become more committed and dedicated towards their association at ADP organization. This might facilitate productivity in a positive way.
There is lack of futuristic leadership and management quality represented across ADP organization. The excessive investment of fund and resources in a unidirectional manner of Research and Development backing procedure needs to be abruptly prohibited (Hodges, 2017). The unequal distribution of resources is leading to deficiency in productivity across the prime source of business operation at ADP organization in the avenue of routine drug manufacturing process. Allocation of proper funds and resources as per the ADP case study in this section of function shall enable appropriate productivity continuation and smooth performance mechanism in all departments (Dhir, 2019). Creating a positive empowering and encouraging culture through inclusive cultural representation can manage the difficulties and shortcomings undergone in the employee value generation process. Instead of projecting value towards ‘Xph’, there is need for overall sales attention and progressive performance aggravation to be activated in ADP organization.
Role of Consultancy
It is only with the critical and analogical screening of the ADP case study in detail that a holistic picture of analysis is presented from the consultancy end. Identification of difficulty areas are appropriately configured. The challenges that ADP organization might face due to excessive funding, investment and attention towards ‘Xph’ are critically viewed. Employee motivation making productivity suffer are identified. Ineffective cultural ideology with lack of leadership and management quality carries strong negative bearing for ADP organization. Changes in each of these areas are identified and recommended with suitable solutions.
Conclusion
The present report based on the ADP case study clearly emphasised upon cultural and leadership transformations to bring about successful outcomes to benefit ADP organization. As the core business of ADP organization being based upon routine drug manufacturing, sales and delivery services, there needs to be objective attention paid towards that area. Considering the overall ADP case study, it is therefore required for ADP organization to undergo a definite shift in leadership and management strategic decision making from rigid or stringent management manifestation towards a flexible and agile method of analysis. It is subjected to reinforcement towards the Research and Development section of the organization that achievements of success are consistently yielded. However, this unidirectional achievement orientation cannot certainly be a replacement or justification to balance the declining and dropping situation of sales and manufacturing departments.
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