Case Study Analysis on Organization Development: North County Legal Services

Introduction

The current case regards North County Legal services, a non for profit organization specializing in offering legal assistance to community members who cannot afford legal counsel fees in matters related to family law, domestic violence and tenant protection laws. Most of the employees working in the organization are volunteers and students on internship. The organization is facing significant issues related to organization development. Among them is minimal involvement of employees arising from the supervisor tendency to work on a significant portion of the organizational responsibilities. The is a reduced provision of consultancy among the employees which complicates the case intake and filling of motions. Recently, the Dylan foundation president has demanded the quarter statistics of the company on a short notice failure of which he would cut funding for the organization. There are other issues related to employee lack of teamwork and extreme dependence on supervisor authorization on simple matters including failure to help in urgent cases of eviction. The present essay evaluates the organization issues in detail with the aim of proving practical solutions that the management may consider to ensure organization development.

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Question 1

Working in the Northern County Legal services is stressing due to the high workloads. The employees have to be extra devoted which is evident from their supervisor who arrives in the workplace by 7:30 am. Also, since the services offered at the facility are cost-effective and a high number of clients seek services from the facility. The organization is also required to issue regular reports to the sponsors' failure to which funds may be denied. Importantly, the employees are stressed up by the requirement to consult the supervisor on everything.

Julie leadership style is wanting and she should consider making a few changes. At least she should delegate some of the responsibilities to the junior employees. She is doing so much by herself including vetting urgent orders, guiding the employees on how to approach motions where there are matters requiring clarifications and preparing statistical reports. She also has to improve on her human resource management skills to ensure that employees are aware of the resourceful members of their team in certain areas, a strategy that will reduce the number of inquiries from employees (Anderson, 2016). For instance, Raphael was not aware that Kyle has critical information about the question regarding date inconsistencies on significant documents.

Julie should adopt the evidence-based practice by successful leaders. The most successful managers and the highly productive departments are those that adopt a participatory management style (Lecture Readings, nd). By contrast, the exploitative and authoritative leadership styles are associated with minimal success.

Question 2

The organization is facing a myriad of challenges related to limited participation, limited employee development programs, lack of teamwork and minimal involvement of the employees in the daily activities of the company. Lack of employee involvement is apparent when answering the question on what to do about urgent orders, Julie insists on employees calling her though it would also work for the employees to call the attorney directly. Lack of teamwork consumes an employee extra time when filing a motion about a case where they never did the intake (Anderson, 2016). There are minimal chances for employee development evident when Annette is telling Monica that training took just an hour.

There are different opportunities for organization development in the organization. There are opportunities relate to the core values of organizational development including dialogue, experiential learning, and participation by all employees. The supervisor can ensure more involvement of employees by providing them a chance to make mistakes for them to learn by experience. The supervisor can use the monthly staff meeting as an opportunity to encourage teamwork and collaboration (Lecture Readings, nd). Also, the monthly staff meeting would encourage dialogue that would lead to clarification and sorting out of major challenges to employees' performance.

Question 3

The opportunities available for the organization relate to core values of organization development primarily relating to dialogue, collaboration, experiential learning, and employee development. By the supervisor allowing the interns to participate in the full-scale responsibilities of the organization, they will not only contribute to the reduced workload for the supervisor rather they will gain significant insights to apply in their future career. Experiential learning provides the opportunity for deeper comprehension and understanding of concepts learned in class (Lecture Readings, nd). Collaboration and teamwork ensure that employees learn from each other and they work in more independent work teams. Dialogue is vital to highlight training issues and clarification of significant issues thus contributing to increased competency on the part of employees.

References

Anderson, D. L. (2016). Organization development: The process of leading organizational change. Sage Publications.

Lecture Readings. (Nd). Leadership and Organization Development Principles.