· Topic:
Assessment
Interventions
· Write
separate responses in 140 words each to both DISCUSSION REPLIES below:
Discussion
Reply 1 ME-RE:
Hello
Class!
Over
the last few weeks, I’ve outlined several interventions for Peloton
Interactive: cultural alignment, communication improvement, customer support
enhancement, product development, and marketing strategies.
Assessing
Processes:
Our
evaluation plan covers all key aspects of the business. We’ll use
surveys, focus groups, and cultural artifact analysis to evaluate cultural fit.
To improve communication, we’ll monitor participation rates and records to
ensure best practices are followed and issues are escalated timely. We’ll
measure customer support through satisfaction surveys, resolution time, and
complaint analysis. For product development, we’ll analyze time-to-market,
quality metrics, and feedback. We’ll use performance indicators, metrics, and
sentiment monitoring to evaluate marketing strategies. This holistic
approach ensures that no aspect of our business
performance is overlooked.
Assessing
Products:
We
will conduct a thorough review of our products, monitor any changes in consumer
behavior, and ensure that we are inclusive and culturally aligned. We will work
on improving communication to ensure that it is clear, transparent, and
satisfactory. To remain competitive, we will enhance our customer support and
product features. Additionally, we will evaluate our marketing strategies to
ensure they are creative and effective in increasing brand awareness and
providing a good return on investment.
Assessing
Outcomes:
Our
ultimate goal is to drive significant improvements across various aspects of
our business. We aim to enhance employee engagement, performance, and
innovation, leading to a more productive work environment. Our communication
efforts should increase satisfaction, productivity, and transparency, fostering
better collaboration. We strive to improve customer satisfaction, retention,
and brand reputation, cultivating loyalty. Our focus on product development
should drive increased revenue and market share. Our marketing strategy will
aim to create brand awareness, generate leads, and conduct revenue growth
analysis.
References:
Waldman,
D. A., & O′Reilly, C. (2020). Leadership for organizations. SAGE
Publications.
Discussion
Reply 2 JA-MA:
Good
morning,
Based
on the interventions you have profiled and the necessary ingredients for each,
outline how you will assess:
Processes – My interventions involved lack of transparency, low morale,
and compartmentalization. I have utilized three different types of intervention
to deal with the problems. For transparency I have employed an intergroup
relations intervention (Cosentino, 2024) which puts various workgroups together
to develop a solution. In this example, we will have HR reps meeting with the
top levels of the company hierarchy to help them determine what is safe, legal,
and ethical to share to open up the lines of communication to those down the
chain of command to allow for greater transparency. For low morale we have
elected to go with a job enrichment intervention, utilizing the job
characteristics model (Batchelor, et. al., 2014), or JDM, which is a tool to
determine how satisfying a particular role is, and how much intrinsic reward is
in place for that role. The final intervention, for the compartmentalization
issue, we have elected to utilize a transformational change intervention,
specifically restructuring, to allow for greater efficiencies with a
combination of putting groups together where they can work in concert rather
than separately (Cosentino, 2024).
Products – The products that we expect from each intervention will vary.
With the transparency solution, we hope to provide a greater flow of
information downstream from the top of the corporate hierarchy to the
front-line. With the low morale concern, we hope to produce roles that
accentuate themes that allow for greater intrinsic rewards. For the
compartmentalization we will be creating greater teamwork and a more
collaborative environment.
Outcomes – The outcomes are relatively self-evident, but for
transparency more information will flow allowing for a greater trust in
co-workers to be developed and for those front-line who were always the last to
know, will feel more a part of the company as a whole. For the low morale, we
hope to turn a role from something that was just a job to something that our
employees will be proud of and will work hard to achieve for their own reasons,
rather than just financial reasons. Finally, for the compartmentalized issue,
we feel that the intervention will create a more inclusive, more efficient,
more collaborative environment that should allow for more work to be done in a
shorter period of time.
References:
Batchelor,
J. H., Abston, K. A., Lawlor, K. B., & Burch, G. F. (2014). The Job
Characteristics Model: An Extension to
Entrepreneurial Motivation. Small Business Institute® Journal (SBIJ), 10(1),
1–10.
Cosentino,
J. (2024). 15 OD interventions every HR practitioner should know. Academy
to Innovate HR. https://www.aihr.com/blog/od-interventions/
