Teams were working informally in an attempt to meet

new organization, but the effect of having multiple “bosses” was preventing the teams from fully
coming together. I re-wrote the organization chart to reflect the new teams and processes that had
been implemented, then worked with the separate section chiefs to identify internal procedures,
or ”group process,” for codification. (Brown, 2011)

Learning Summary: MGMT603
The organization is continuing to work through organizational challenges as they arise,
but is finding the task less difficult now that they have a dedicated OD team working to keep the
processes running smoothly. Utilizing the OD, change management, strategic communications,
and team building strategies taught in this Organizational Development curriculum the client
organization is better preparing for, adapting to, and implementing the changes necessary to keep
operations running efficiently.

Learning Summary: MGMT603
References
Brown, D. (2011). An experiential approach to organization development, 8
th
Ed. Upper Saddle
River, NJ: Prentice Hall.
Head, T. (2006). Strategic Organization Development: A Failure of True Organization
development. Organization Development Journal, 24 (4), 21-28.
Kotter, John P. Leading Change . 2nd ed. Boston: Harvard Business Review Press, 2012.