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Interventions and Modes Applied for Correcting the Lame Organizational Leadership Systems - Case Study Example

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The author states that poor leadership skills portrayed in poor organizational communication lead to increased conflict. This paper aims at addressing vital interventions they can be applied towards achieving their intended applications towards correcting the lame organizational leadership systems.   …
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Interventions and Modes Applied for Correcting the Lame Organizational Leadership Systems
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Download file to see previous pages To manage systematic changes in an organization, often organization development interventions prove useful. Chris Argyris’ Ladder of Inference is the first intervention used to solve the problems of VRD (Argyris, 1985; Pg. 37). The Ladder of inference illustrates that to reach to a conclusion or draw inference it is necessary for follow the steps in the ladder that includes observing the available data, selecting the relevant data, affixing meaning to the data, making assumptions, developing belief and drawing a conclusion and finally taking action based on the belief. In these applications, the inference to be applied in working the conclusions to the underlying organization problems include opinions, beliefs, and or conclusion is drawn from gathering data that are based on cultural or personal experiences. The same data must be supported data based on the premises that the same data is true.
In VRD, the implication of the Ladder of Inference can be explained base on the available data or evidence that shows that the organization lack strong leadership and employees are not ready to quit the status quo or to accept organizational changes. Notably, both the employees and the management are unable to understand the need for a radical change among other factors such as ineffective communication, lack of innovation, and change in the VRD’s organizational management. Other data sets that can be drawn in the case for managerial management adjustments include the inadequate organizational communication that leads to poor production and intensified conflict within the organization. Nonetheless, from all identified data, only the organizational conflict relevant data from the VRD are to be selected towards drawing conclusions for the underlying problems (Wiersema and Bantel, 1992; Pg. 118). The data that are considered of high importance to be used in solving the case one underlying problem include a change in the style of management, ineffective organizational structure and inadequate information to individuals, and poor mode of information transmission to other departments or employees.    ...Download file to see next pagesRead More
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