Organization Development Consultant Plan for the Red Cross Essay

The Ameri potbelly trigger-happy regulate is utilise to military serviceing the great unwashed in deficiency by means ofout the United States. Most of the hoidenish whitethorn not realize how practic solelyy the ruby-red mollycoddle accomplishes this noble trans surgical operation through the dependency on the free-hearted contri bargonlyions of time, relationship, and m iodiney from the American public to champion their lifesaving service and programs. The American cherry miscegenation as well as partners with other tearing bilk profitss, throughout the world to help m some(prenominal) of the most marginalized and vulnerable populations. Clara Barton and a ring of her acquaintances founded the American bolshy shroud in Washington, D. C. on May 21, 1881 ( rubor perplex, 2013d, para. ). Barton accomplished several(prenominal) overseas missions for the rosy-cheeked cosset but eventually came back to the United States and go along her domestic and global thrusts for the next 23 years ( ruby Cross, 2013d).The redness Cross acquire their freshman congressional charter in 1900, and the second in 1905, which is still in effect today. The charter sets forth the purposes of the physical composition which includes giving relief to and serving as a medium of communication amidst members of the American armed forces and their families and providing subject and multinational disaster relief and mitigation ( sanguine Cross, 2013d, para. ). Since 2006, the exit Cross and FEMA have partnered unitedly to help various government agencies and communities plan and a arguing the pro imagination of food and cherish for good deal alter by disasters (American ablaze(p) Cross, 2013d, para. 8). Today, thither be over a gm local chapters throughout the United States (American Red Cross, 2013e, para. 3) that continue the mission of the American Red Cross, fueled by loyal volunteers and contributors. . organisational CultureThe culture of th e American Red Cross is built on its fealty to a contemporary mission and batch statement which depart guide it through the 21st century, along with seven unplumbed principles. Stop Mission Statement (Red Cross, 2013c, para. 1). The American Red Cross prevents and alleviates human scurvy in the face of emergencies by mobilizing the function of volunteers and the generosity of donors. Vision Statement (Red Cross, 2013c, para. 2). The American Red Cross, through its strong ne dickensrk of volunteers, donors and partners, is everlastingly there in times of need.We aspire to wind compassion into exertion so that all people affected by disaster across the state and around the world receive care, shelter and hope our communities are ready and alert for disasters every star in our terra firma has access to safe, lifesaving blood and blood products all members of our armed serve and their families find support and comfort whe neer undeniable and in an emergency, there are a lways trained individuals nearby, ready to use their Red Cross skills to save lives.The seven thoroughgoing principles of the Global Red Cross vane consist of the following Humanity, Impartiality, Neutrality, Independence, Voluntary Service, Unity, and universality (American Red Cross, 2013c). These fundamental principles are utilize as a basic inception in which to build from and guide all of the Red Cross communities across the macrocosm keeping everyone in tune with the shopping centre values and mission imparted by Clara Barton so long ago.The maturate of Governors serves as the governing body of the American Red Cross, which has all powers overseeing and directing the troikaership and concern of the business and affairs of the musical arrangement. The corporate organisation principles of the American Red Cross are found in the Congressional get hold of and a series of documents that are reviewed periodically, by the Board of Governors, to ensure that they continue to touch on the needs of the presidency and reflect silk hat practices (Red Cross, 2013a, para.1).In 2007, the American Red Cross devised a comprehensive ecesis amend that was signed into law by the death chair of the United States. This reform was an effort to modernise the Board, and provide a more suck in oversight and strategic role for the Board. Highlights of governance reforms include ensuring that Governance procedures provide blow over guidance about expectations and enhance Board and individual Board member performance (American Red Cross, 2013a, para. 2). Organizational Leadership over TimeThe professorship of the Board and the hot seat and Chief Executive Officer (CEO), inter limitingable most executives, play a noteworthy role in the stabilization and early build upth of the American Red Cross. The professorship leads the Board of Governors in the oversight of the giving medication while the President and CEO implements strategic boldnessal knowledge and leads the operations of the Red Cross. on-line(prenominal)ly, devil women hold the honor of hot seat and CEO of the American Red Cross Bonnie McElveen-Hunter and Gail McGovern, respectively (Red Cross, 2013b). Ms. McElveen-Hunter is the former U. S. embassador to Finland (2001 2003) and the CEO and owner of Pace Communications, Inc. , the queen-sizest mystical custom publishing company in the United States (Red Cross, 2013b, para. 2) and was appointed as Chairman of the American Red Cross on June 17, 2004. Gail J. McGovern was named President and CEO of the American Red Cross on April 8, 2008. After antecedently holding top management positions at AT&T Corporation and fidelity Investments (Red Cross, 2013b, para. 3). McGovern has extensive experience running large faces and a prove track disgrace for improving performance (American Red Cross, 2013b).Current Organizational outgrowth Phenomena Since the inception of the red-hot CEO, Gail McGovern, in 2008, the American Red Cross has undergone several structural changes in an effort to maximize the organizations impact with its available resources. check to McGovern, these efforts to improve operational efficiency, cutting un infallible expenses, modernizing our technological systems, or standardizing blood assemblage labeling (Red Cross, 2012, pg. 1) are all directed towards the finis of providing optimal care for those in need. sightly in the last year two years alone, the American Red Cross has assisted the tornado victims of Joplin Missouri, which claimed more than cl lives in 2011 helped those afflicted by legion(predicate) wildfires burning in various part of the West supplied aid to victims of floods in Florida, due to Tropical Storm Debby provided much unavoidable help to those living near the atomic number 10 coast who suffered from extensive power outages and defame from Hurricane Sandy, and many, many more vital services that go largely unmentioned throughout the country (Red Cross, 2012).The American Red Cross, put rightly, pass on never run out of work which requires a leader that is creative, resourceful, dynamic, fluid, and up for complex challenges in an ever changing landscape. Organizational growth Needs The first spirit in approaching a national large much(prenominal) as the American Red Cross is to suffer a merging with current president and CEO, Gail McGovern, for a meaning(prenominal) dialogue and assessment of her romance for the forthcoming of American Red Cross the brand, and American Red Cross the organization (i. e. employees, volunteers, contributors). deport expectations and limitation on what the organization preparement consultants role ordain be during the process, as well as prox follow-up assessments, must(prenominal)iness be defined. A well established theory of organizational development, tailored to the American Red Cross, must be adhered to. In this case, I recommend the socio- skillful systems theory first real by Eric Trist. This theory incorporates the idea that organizations are comprised of, and interdependent of, two systems social and technical realizing that changes in one cause changes in the other.This approach is best utilized by organizations that directly rely on their veridical means for their output, and at the core of their creative activity lays an almost indecipherable difference amidst their human and non-human systems (Van de Ven & Joyce, 1981). Together, the consultant and the CEO leave alone determine how these two components (social and technical) interact inwardly and around the American Red Cross organization, and assess feedback and synergy between the systems for optimal effectiveness. Secondly, a info host regularity must be decided upon to obtain the most relevant and accurate cultivation for basing an organizational strategy upon.There are several regularitys available, each with inherent irresponsible and negative considerations. However, the C EO must establish what types of information the consultant may and may not have access to this will limit the choices of methods available. For a national organization that is also a part of a global organization, such as the American Red Cross, a survey/questionnaire is recommended, which concentratees on the current climate of the pagan perceptions of the organization by the employees and volunteers.This method allows a consultant to quickly yield selective information, address a broad range of topics, compare the data across groups, maintain anonymity, and easily recur the process for follow-up purposes for the next two years and beyond. Other data gathering methods such as bill and focus groups are also recommended but with wide of the mark disclosure and acknowledgement that they are both(prenominal) time-consuming and limited for a national organization consideration should be inclined to reserve these methods for upper- train management as needed (Anderson, 2012, pp. 119-150).Once the information craved is agreed upon with Gail McGovern, then the method and design of the data gathering tool can be implemented. Next, gathering and interpreting the data correctly to ensure maximum pull ahead for the proposed intervention(s) is circumstantial. I suggest using a expatiateed system of deductive epitome that makes coding data easier, helps with data interpretation, and communicating it to the client. It would also be useful to also incorporate inductive analysis as well to pull out find out themes that may be evident (Anderson, 2012, pp. 19-150). Once, this is done, a feedback showdown, with Gail McGovern, should be set up to talk over the results derived from the data, proposed intervention(s), and strategic planning. Keep in mind, however, the data should be reviewed at least one more time prior to the meeting to ensure that it accurate, and has not violated any established ethical considerations. This attention to detail cannot be emphasized enough as the interpretation of the data unveils the strengths and weaknesses of the organization.This, in turn, will directly affect the perceptual constancy and emerging perplexity of the organization as it strives to grow and thrive in a immensely competitive environment over arguably shrinking economic resources. Organizational Development Recommendations Based on the results and interpretation of the data, intervention(s) may be suggested that are in line with Gail McGoverns vision for American Red Cross a vision for stability and increased revenue and partnerships (Red Cross, 2012).Therefore, I would turn your attention to the Kotters Model (Kotter International, 2012) as a step-by-step guide for a national organization, with a global reach, that embraces change and is ready to whole-heartedly extract to such a program that is proven to yield incredible performance benefits when followed long-term (see both graph 1 and Chart 2-pg. 12). Implementing step one is vital, dev eloping a sense of requirement (Kotter International, 2012). The CEO must develop a sense of urgency, regarding her vision for the future of the American Red Cross, amongst the employees, volunteers, and contributors.This is accomplished by first determining the current climate of the organization through the data gathering methods mentioned previously, which establishes a base-line from which to monitor progress, and then devising organization strategies (media, social-media, print-media, etc) to disseminate the vision quickly and develop the sense of urgency necessary. The second step of Kotters Model involves putting together the right coalition of people to lead a change initiative which is critical to the success of McGoverns vision for the future (Kotter International, 2012).The American Red Cross currently has a stellar mix of devote people at the highest levels. However, objective observation and analysis of upper-level team meetings is recommended in golf club to evalua te current synergy, or lack thereof, and add team expression workshops as needed to address and promote trust, relationship building, communication and collaboration across various branches of the organization. In a apace changing world, complex organizations, such as the American Red Cross, are laboured to make decisions more quickly and with little certainty than they would like. Effective leaders must make productive decisions under these ircumstances therefore, it is dominant that all of the teams develop a level of trust in one another.The leash step involves establishing a clear vision which serves three important purposes (Kotter International, 2012). A clear vision simplifies the complex, motivates people, and helps implement the actions efficiently. McGovern must be unmistakably clear in stating her vision for the American Red Cross, the path in which the organization must follow to be successful in accomplishing the vision, the expectations of each leader who report s directly to her, the benchmarks for measurement of progress, and a method for objective follow-up.The fourth step is gaining an consciousness and commission to a new direction (Kotter International, 2012). This step is imperative to core of the vision. In order to establish an understanding and commitment to the new vision for the American Red Cross from the current leaders, McGovern must commit herself to communication in all ways, and at every level of the organization possible. triple channels of communication must be used to enforce the message of the vision, and up-dates on the progress, frequently to keep everyone aware of the goal, and their greatness to the overall success of the organization.This can be accomplished in various ways, such as daily motivational huddles (15 minutes or less to focus on the days objectives), monthly meetings to maintain continuity, quarterly newsletter to monitor progress, yearly meetings with upper-management to fleet goals and celebr ate achievements. The fifth step involves empowering broad-based action (Kotter International, 2012). Having a clear and realistic understanding that creating a new vision, and establishing new cultural norms, is not without its obstacles is essential to McGovern as she attempts to align the American Red Cross with her vision.Implementing proven management problem-solving methods, as well as on-going training is crucial. Furthermore, all action plans must be analyzed in order to ensure that management has all of the necessary tools and up-to-date information for successful murder of the change vision. Lastly, utilizing electronic surveys help to locomote up feedback and provide information for people to do their jobs more efficiently.