3.

The role of the internal consultant in an organization development initiative –

(Gurprriet, Rahul, Vinti are internal consultant and each of them assumed a role in
change process. Gurprriet was an advisor and his understanding of various MCM
members and their behavior helped to bring in various perspective and create the
limit & scope of changes. Rahul’s was a sponsor from an organization perspective in
term of money, time, effort and the way forward. Vinti was head of OD and she
assumed her of “key internal coordinator”.)

 Collection of planed-change information with involvement of employees.

Here, internal consultants want to build on humanistic –democratic values
that seek to improve organization effectiveness and employee well-being.
 Internal consultant wants to understand following parameter for managing
change in an organization.
1. Participation-Employee who will be affected by a change are involved
in the decision. They will be help to implementing those decisions.
2. Training for employee-Internal consultant creates the opportunity to
every employee to express their ideas, views, positive/negative points.
3. Survey Feedback- This feedback form help to consultant understand
problem related job, employees. From the getting the feedback
consultant should get idea about process of changes or required
changes.
4. Team Building- Team building is necessary step for OD. Team building
gives support for increasing the team performance & its help in
achieving goals.
5. Intergroup Development- awareness within organization for every
employee.

As the head of organization development, Viniti should approached the change

implementation process as follow –
1. Establishing awareness in the employees to understand what was the reason
for change & why change is needed.
2. Make association with enough power to lead the change.
3. Develop new vision, mission. & give direction for implementing & achieving
this new vision.
4. Communicate the vision all over the organization.
5. Encourage the employees in problem solving. Gives them power or reward for
taking risk for achieving the vision.
6. Gathering all the improvements, necessary change & adjustment for
developing the new vision.

Vinti’s role in the process of change management-

  Vinti requires searching for the positive description of what is desired by the
organization.
 She wants to understand what the desired future is and grow want to
management.
 She want to develop a vision for process of change management
 She wants to study internal/external factors of the organization
 Develop a strategy or plan for implementing the process

Viniti should take precautions before embarking on the change initiative- resistance
Pilot
 As OD head Vinti should understand what they want to change in
organization.
 Existing organization culture, environment, working atmosphere &
management vision about the change
 Gather the ideas/views from all they level of the employees.
 Create awareness among the employee related to change and give necessary
training to cope with change.
 Prepare plan & strategy for implementing the changes, give the path for
employee to move on according the plan

4. The objective of this change management process-

 To become the most exciting and challenging work place with fairness and
transparency.

CEAT ltd able to achieve it-

 CEAT not able to achieve this change management process because team
member found change was scattered and impact was not visible.
 They decided to work with one location for this changed model of
intervention i.e Nashik plant.
 During the change Nashik plant was doing poorly and performance in terms
of coast and production was in a place of concern for CEAT at large.
 Poor performance from HR
 Team member poorly involved in forming policies, poor communication
around the link between performance and compensation and low trust in
major issues. Reinforce. They was not ready to face challenges.
 Lack of communication and poor planning between Rahul, Sushma, and
paras.
 Top level management also not able to take place this change effort.

Priya Mungekar.