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Name: Mohua Tanjin Payel

Case on Lincoln Hospital: Third-Party

Questions:
1. If you had been called by Lincoln’s president to help resolve the problems described in the
case, how would you have carried out the contracting and diagnosis stages? What would
you have done differently than what the OD consultant did?
2. Is third-party intervention an appropriate intervention in this case? Other possible OD
interventions?
3. How effective was the third-party intervention? Next steps?

Ans-01

After reading the contractual side of the case, I think the OD practitioner did a great job stating
that no steps should be taken until the interviews with Mary and Don had been conducted. It was
apparent to the OD called in that this was the main thing of the problem, however I think that just
interviewing those two alone would have only boiled down to said type of dispute. I think the
OD practitioner did a successful job in interviewing other interested parties in the diagnosis of
the issues, however I would have like to have seen more than just the OR head nurses
interviewed and really gotten down to the trenches and interviewed some of the actual nurses
who were instrumental in the performance of the OR.
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Then analyze all of his answers and after thinking the full situation deeply i might make an idea
about what to try to to to relinquish them solution. Then inform the president of the hospital
about my plan detail, how long i'll take to conduct my consultation process and the way much i'll
charge them. at the start i might make a listing of the folks that are directly link or witness of the
mismanagement and begin interviewing them. Because, it's easy to seek out out specific
information and identify problem through interviewing people. i feel after the first interviews all
of the related employees are possible to urge a thought about the matter. After the first meeting i
might wish to talk with folks that are the mainly to blame for the mismanagement. just in case
often Lincoln hospital, the conflict was mainly between OR President Mary and Mr. Don, the
chief of surgery. So, i might wish to spend time with both of them and other important people to
seek out out all of the required information. i might wish to ask both Mary and Don about what
positive and negative things of every other make them happy and irritate.

As for the diagnosing part, it started out from the description provided by the president, and all
The affected stakeholders did not contribute to creating a balanced and objective vision of the
Problem. As it has already been stated, Don and Mary were not participating in the initial
meetings along with all other affected organization members. Due to the "second-hand" nature of
retrieved information, the objectivity of the OD consultant's vision could have been distorted.
Therefore, he depends largely in the president's viewpoint in terms of how the data will be
Collected measured for further interpretations and analyzed, what issues should be concentrated
on and how the agreement on the process for setting action steps will be obtained.

Ans-02

In this case Lincoln Hospital, I think third party intervention used was most appropriate.
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This intervention need in Lincoln Hospital because Mary and Don have a biggest crisis, and
no-one in this hospital was removed enough to intermediate. So , if manager chooses to avoid
acting when an intervention is important, the conflict can actually escalate. Based on third party
intervention, they recommend next steps necessary for Lincoln Hospital to spot within the right
direction that involve shifting the main focus from organizational leaders to lower and mid-level
staff members These hospital staffers include the OR nurses and surgeons who have multi
layered issues with other groups, additionally as existing challenges within their department . it's
important, that these challenges will be resolved as both groups play key roles within the
productivity, patient experiences and overall success of the OR within the Lincoln Hospital. it'll
help to form the implemented problem resolutions more practical and accurate. The collected and
analyzed data is that the foundation of the proposed interventions, and it'll also empower Mary
and Don with an opportunity to form their contribution regarding the answer of the issues.

Answer- 03

Overall, it appears that the effectiveness of the intervention was successful. I liked that there
have been follow up meetings with each of them within the subsequent year time-frame. Not
together, but privately to work out if true progress had been made. The OD practitioner did a
good job at going back to the list of commitments that every had made to the opposite and to
work out if they'd kept these commitments. It stated that in almost each of the instances the
commitments had been kept. i feel that there must be some variety of positive reinforcement of
actions that are taken to facilitate the successfulness of the program.

Ben and Jerry's (A): Team Development Intervention

Questions
1. Team building is typically used in OD to loosen up an over organized system that is too
rigid and bureaucratic. In this case, team building was aimed at providing structure to an
under-organized system. In doing a diagnosis, what factors are important to consider in
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determining whether a company or team is over or under-organized? What are the

Ans-1

Ans: A company will face a constant struggle to avoid the extremes of under-organizing and
over organizing. All service providers have a built-in tendency to get out of balance
organizationally on one side or the opposite. within the under-organized company, its leaders
struggle largely with efficiency:
how to get things done. thanks to inadequate Managers needed to work out how they were all
involved within the company together and understand one another on a private level, not just
professional.
Factors to consider when determining whether a company is under or over organized are:
● If there any disconnect between the board members and the management team. Feuding
among management.
● If the organization able to solve their own problems
● If the organization have high financial and technical performance.
● Determining if managers know their role in the organization
Implications for planning an OD intervention are:
● Increase in job performance.
● Increase in production.
● Cohesion within the organization employees and management.

Answer-2
As team building is used in organizational development mainly to loosen up the over-organized
process and system in the organization. But here in this case study under-organized system was
found. So, in this case, organizational development intervention regarding team building is very
much required.
While diagnosing the constraint to work out the organizational structure with reference of under
organized or over-organized various factors should be kept in minds like proper planning and
coordination, perfect team building structure, human relation, clear role of responsibilities and
roles. If proper planning regarding organizational development intervention is completed then
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it'll put a positive impact on the organization, because it will increase the zeal and interest among
the staff, manager, and staff are going to be clearer about their responsibilities and roles. Proper
communication and coordination are possible. Effective and efficient work system are often
adopted through Organizational development intervention. Through this strategic also as
competitive advantage are often gained.

Answer -3

At the end of case, it can be concluded proper team building and trust is very much necessary in
a way to work effectively and efficiently. Proper communication and coordination are also
possible through team building. So as par this case study it was found that teamwork plays a vital
role in organizational success.
● Recommending for team building through organizational development intervention.
● Recommending taking the manger to retreat as it will enable the manager to develop
effective communication and it will also build trust skills which are very much needed in
this specific Ben and Jerry case study.
● The best recommendation to avoid the issues associated with the Ben and Jerry case is to
develop the team building, Individual to understand their strength and it makes goals
clearer.
● Recommend develop an inspiration to align the board members and founders with the
● management team at Ben and Jerry’s.
● Managers have team building sessions with their own work groups