CompetencyEvaluate organizational culture and its impact on behavior within organizations.Scenario InformationAn American Internet Technology company has merged with a Canadian Social Media company. Because of this merger, performance is not as optimum as the executives would have hoped; morale is low, and stress is up. The new company has decided to hire you as an Organizational Development consultant. They have tasked you with finding out the issues and what they should do next to get back on track.InstructionsNow that you have secured your role as an Organizational Development consultant, you have been tasked with designing a change process to aid the change in culture because of the merger. The company has asked you to develop a change plan to help them make the transition. The following should be included in your plan:
Introduce corporate culture and its importance on employee behavior.
What are some of the key factors in improving company culture to be an effective organization?
What would be some of the challenges in the implementation of your plan?
What would be some of the tools you would use to manage the corporate culture change?
Conclude your plan with a brief inclusion on the compatibility of values, ethics, and goals of the change process and corporate culture.
Your change plan should be in written form, and in a business, professional format.Grading Rubric
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A
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No Pass
Competence
Proficiency
Mastery
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Introduction did not describe corporate culture and how it impacts employee behavior.
Introduction included a description of corporate culture and its impact on employee behavior, but did not include details of which.
Introduction included a well-rounded description of corporate culture and its impact on employee behavior with most of the necessary details.
Introduction included a thorough description of corporate culture and its impact on employee behavior with sufficient details.
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Failed to identify key factors in improving company culture to enhance organizational effectiveness.
Identified factors in improving company culture. Articulated how the factors enhance organizational effectiveness. This section required a bit more clarity and well-defined reasons.
Identified key factors in improving company culture. Clearly articulated how the key factors enhance organizational effectiveness, rationale would be enhanced with more well-defined reasons.
Identified key factors in improving company culture. Provided well-defined reasons and clear examples of how those factors enhance organizational effectiveness.
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Did not clearly identify challenges of a diversity plan in either, or only one type of workforce.
Provided a solid breakdown of the challenges the company will encounter when the change program is implemented. The details required a bit more clarity and specificity.
Provided a nice breakdown of the challenges the company will encounter when the change program is implemented. The description included an acceptable level of specificity and clarity.
Provided a thorough breakdown of the challenges the company will encounter when the change program is implemented. The description included very specific and clear details.
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Failed to organizational development tools used to manage corporate cultural change.
Identified organizational development tools used to manage corporate cultural change. Rationale for the tools identified required more clarity.
Identified organizational development tools used to manage corporate cultural change. Rationale for the tools identified was generally clear.
Identified organizational development tools used to manage corporate cultural change. Provided clear and logical rationale for the use of the tools identified.
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Conclusion failed to summarize the compatibility of values, ethics, and goals of the change process and corporate culture.
Conclusion included the compatibility of values, ethics, and goals of the change process and corporate culture, but did not include examples of these components.
Conclusion included the compatibility of values, ethics, and goals of the change process and corporate culture. Provided somewhat clear examples of these components.
Conclusion included the compatibility of values, ethics, and goals of the change process and corporate culture. Provided clear examples of these components.
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