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You are considering implementing a process intervention in the tech division, and you want to learn from others’ experience. You go to your team’s OD intervention seminar discussion board to raise the following issues:

What are the types of interventions? Briefly describe each.
How does employee empowerment maximize employee potential?
Why is employee empowerment a common cornerstone of organizational development and change programs? How does it create change?

This activity, though, serves as a great demonstrator that we really are NOT very good with clarifying our expectations, NOR are we very good at coaching people toward a higher level of performance! To that end, I’d like to share the ABCD’s of performance expectations with you.

A= Audience (To whom is this instruction being directed?)
This is usually indicated by function, such as the manager,the salesperson,or the customer service rep.

B=Behavior (the performance expected)
Use active verbs such as toss (a ball), edit (a report), or operate (a forklift).

C=Conditions (conditions under which a person will perform the task/s)
What will the performer be allowed to use or not be allowed to use? For example:
*Using a checklist
*With a calculator
*With the aid of a flow chart
*From memory

D=Degree (the standards of criteria)
These standards are usually expressed in terms of quality, accuracy, or speed. These may be such things as:
*Without errors
*In few than ten minutes
*According to legal regulations
*For fifty yards or more

So you’re the boss (again!). You’re meeting with me (a receptionist). I’m a brand new employee and the ONE THING you need me to know is how to go about answering the phone at XYZ Company (a company of 500 employees). Using the model above, what might you say to me?

Be sure to DIRECTLY FOLLOW the ABCD Model in your response:

A=Your New Receptionist
B=(Your response)
C=(Your response)
D=(Your response)

(Note: Your response to A is already done. responses to portions B, C, & D need to be more than a sentence or two. And respond to this activity as if you are talking directly to me, your new employee.)

Assess the success or failure Starbuck’s has had from an integrative perspective.

How does Starbuck’s strategy work?

How well does the company deal with internal weakness and internal advantages?

How well has the company done in seizing upon external opportunities, and handled outside threats by leveraging its strengths?

At the same time, how has its weaknesses exacerbated the threats and cause them to fail to take advantage of opportunities?

Has the company realized the mission and vision through dealing with exogenous threats and external opportunities?

Can you comment on below? Are you agree or disagree?

“I hold this as a rule of life: Too much of anything is bad.” (Terence) I believe that this can be true in the debate about performance-based pay. Hypothetically, an employee works for an organization where his/her pay is based 50% on performance. She is leader of 1 of approximately 20, 4-6 person teams, fighting for accounts at a large marketing firm. If her team gets an account, they receive a 30% bonus. If they don’t they will be earning much less that expected with the possibility of termination. Now this is an extreme situation but there are many negatives here. The work environment would have to be extremely cutthroat and hostile. Ideas wouldn’t be shared decreasing creativity as a part of the company culture. Though the company would be highly productive, at what cost. The high turn-over rate would increase HR costs and the company reputation would make it even more difficult to rehire.