EGT1 Task 3

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Facts of the Case
DSS Consulting founding in 1997, striving to provide support to small school districts that required assistance in administrative related issues. In the past 20 years, DSS has expanded it’s clientele as well as its geographic location. The company went from supporting small school districts in the mid-west and mountain west regions of the country, to a national presence. With growth, comes change in organizational development (OD). “OD applies social‐science knowledge and practice to help organizations change themselves to achieve greater effectiveness” (Cummings, 2014, p.1). OD is a vital part of any company’s success because it allows a company to develop and stay relevant to changes in society. The changes at DSS included …show more content…
Though Chris put a substantial amount of thought into who would be joining her team, she did not follow Meg’s directions regarding team leaders being flexible when recruiting team members. Chris felt strongly about putting together a team that she was sure would work well together, based on their ability to work in a team capacity during previous projects. Additionally, most of the candidates Chris elected had personal relationships outside of work. This tactic may appear to be beneficial when it comes to working together cohesively; but it creates a working environment lacking diversity. Diversity encourages thinking outside of the box because it facilitates an environment with multiple points of view. According to a study done by Keyton et al (2013), receiving feedback is the seventh most frequently identifiable behaviors in relation to communication (p.159). This demonstrates the need for colleagues and team members to offer feedback that is relevant and challenging in order to contribute value to a project. A diverse workforce also helps to eliminate bias because it allows individuals with a variety of perspectives and backgrounds to offer input on a single project. “Without effort, we are all susceptible to unconscious bias” …show more content…
The case study explains that Chris managed a devoted team in defining the new system and determining exactly how DSS consultants would use it. As the group worked through challenges and growth, it was the responsibility of Chris to deliver updates and open communication with her superior. Keeping the decision maker in the loop demonstrates a level of value and professionalism. Harrison (2007) discussed the idea of an external Organization Development (O.D.) consultants being dispensable because of perceived lack of commitment to the organization. The same idea applies when analyzing Chris’ behavior – without demonstrating her value to the company to her superior; it is assumed that her role, team or project is lacking
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