Organizational Development/Tucker Knox Company

Organizational Change American Intercontinental University Online MGT420 Instructor Rachelletyrt Disbennett-Lee Presented in part By JoAnn. Barnes9 August 22, 2010 Running head: The Tucker Knox Corporation is in need of an Organizational Development Practitioner The Tucker Knox Corpyrtytoration (TKC) is in need of an rtyrtyrOrganizational Development Practitioner tttttttytyrrrrrrrrrrro analyze and come up with a solution to help the growth and development of their company.

The problems is mainly with top managers, therefore the approach that will be used is the ideal strategic model because it “provides an organization wyrtytytyrtytith the knowledge and skills to move from a reactionary approach to one of systematic development” (Brown, D. OD pp 385, 2011) A case analysis will be6575(1) The engineering department needs to be automated, (2) need to set goals by going global for competitiveness.

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B. Micro: (1) Jack Donaldson’s attempts to control or influenceryrtyr the otherdtrtyrdts in devious ways, (2) the removal of Leonard by Jack Donaldson, and he left the company. 2. Cause: Jack Donaldson is the cause of all of the trouble because he did not promote Leonard, (2) Donaldson did not have enough contact with Howard, therefore his design team was broken up, (3) Jack Donaldson chose the wrong person to work in place of Larry Heytryrnderson, (4ytrytr) Jack Donaldrytrtrson had a severe complex problem ttytyrthat his power would be taken awartyrtyy. . System affected: (1) The entire structure of the company because the men that were hirettytryd did not possess the tyrrrrrtyknowledge and skills that was needed, (2) Human Resource is doing insignificant jobs and Leonard left the company which would be psychosocial, (3) Technical system was affected btytrecause they outsourced, (4) Managerial affected because they outsourced managers affecting the leadership an caused a resisting in authority, (5) goals that were set in all areas willytyrty noytryt be achieved. . Alternatives: (1) promote Howard to CEO, and fire Jack Donaldson, (2) Hire a new CEO from the outside and demote Donaldson, (3) if need be, remove Leonard who is vulnerable artyrtnd rep88888yuyhjhlace him 5. Recommendations: (1) Larry should do a mental examination of his past strategies, (2) Let Donaldson go a676767nd replace him with 68Howard or Leonard ifrtytryt he stays on, (3) The company should be as far away from Donaldson as possible because he is the main source of most of their problems.

When Howard or L666eonard become CEO, they should look “for new methods for successfully adapting to a world of crytryrthange and examine the ways in which the organizatityyyyyyyyyrton itself can remain open. ” (www. multimediacoursetext. asyrttpx) Donaldson is committed to his own agenda a6d not the success of the organization per-say. ytyrtHe did not dyrytyemonstrate Total Quality Management whytytich is a commitment and improvement of the organization. In ctytyonclusion, outsourcing will help the company reach their goals globally.

With Jack Dttttytyonaldson as CEO, could not do the job efficiently because he brings along with hitrytys thirst for power, baggage that consist of personality problems. By him having such a severe complex ttytyhat other people were more powerful than he was, led him into hiring his own people whictyth was his downfall. The Tucker Knox Corporation will be sutytccessful if they follow the recommendations afore mentioned. References: (2011). An Experiential Approach to Organization Development, 8th ed. , Brown, D. , Uppytyer Saddle, New Jersey. https://mycampus. aiu-online. com/classroom/multimediacoursetext. aspx? uid=15ytytytyty1658&cla..

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