A Comprehensive Report on Organisational Development at Bentley Motors

This report provides a comprehensive analysis of organisational development (OD) within Bentley Motors. It begins with an introduction to OD, its importance, and a brief overview of Bentley's history and operations. The report examines the evolution of OD within Bentley, including the implementation of strategies and interventions. It identifies Bentley's current OD strategies, analyzing their advantages, challenges, and alignment with the company's objectives. A critical evaluation of the OD interventions applied is also included. The report also explores the OD cycle employed by Bentley, covering diagnosis, data collection, feedback, strategy planning, intervention, team building, and evaluation. The analysis highlights areas for improvement, such as addressing employee turnover and absenteeism, and the importance of continuous improvement. The report concludes with a summary of findings and recommendations for enhancing Bentley's OD practices.

ORGANISATION
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Background of company..................................................................................................................1
What is Bentley............................................................................................................................1
When Bentley started...................................................................................................................2
OD in Bentley..................................................................................................................................2
When OD started in Bentley........................................................................................................2
How Bentley improved................................................................................................................3
Critical Analysis..............................................................................................................................3
OD cycle in Bentley.........................................................................................................................4
Identifying the current OD strategy that Bentley’s management applies........................................5
Advantages and challenges of Bentley’s current strategy...........................................................6
How it links to Bentley’s aims.....................................................................................................7
Critical evaluation of OD interventions applied..............................................................................7
SUMMARY AND CONCLUSION................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organisational development refers to the method which is an objective based approach used
to initiate and develop changes within the whole system of an organisation. Organisational
development is achieved by considering the shift in communication process and also supports the
architecture of the company. It also considers the behaviour of employees that allows the
professionals to determine and observe the working environment and anticipate the changes
which are more influential to achieve organisational development. It is quite critical and
scientific based process that is useful for the company to enhance their capacity regarding the
change and achieving better effectiveness for developing improving and reinforcing the structure
and strategies (Bolden, 2016). Moreover organisational development also explained the focus on
aligning companies with frequent changing and complex environment with the help of learning
and knowledge management. The concept of organisational development includes organisational
climate culture and strategies as well.
To carry forward this report Bentley Motors Limited is considered which are the British
manufacturer and the marketer of luxury cards and also subsidiary of Volkswagen group.
Company was incorporated in 1919 by W. O. Bentley and headquarter in England, UK.
Furthermore, this report is going to cover the evaluation of organisational development strategy
that are used for the chosen company and also identify and justify the reasons for the OD
intervention and implementation. In relation with this it is also consider the national and reasons
regarding the rejection of OD possibilities for the organisation.
Background of company
What is Bentley
Bentley is the manufacturer company and deals in luxury cars and SUVs. Company
achieve top position in terms of design interior luxury place performance and transmission. In
relation with this Bentley offer driver safety features in its luxury cars which is the active safety
functionality works that quietly works in the background. The features of Bentley cars advanced
automatic stability control able which include the series of collision and mitigation that leads to
avoid the effect of any accident or impact. In relation with this Bentley offers the process begins
with the selection from the extensive models and special Mulliner paint colours and finishes.
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When Bentley started
Bentley was started in 1919 in Cricklewood, North London and headquartered in Crewe,
England, UK. Company also became widely known for winning the 24 hours of Le Mans in
1924, 1927, 1928, 1929 and 1930. In present times most of the Bentley models are assembled at
the company’s Crewe factoryand also subsidiary of Volkswagen group. Company comes under
the industry of Engineering manufacturing and distribution.
OD in Bentley
Organisational development describe the structure of company that become the prominent
element to the solution it is offered along with the prominent areas of HR specialist regarding the
help of an organisation execute strategy. It is considered as the best of its components by the
engagement and optimisation of human asset (Chidiac, 2018). Therefore for the development of
organisation HR plays a significant role Ordinance mint of company. In relation with Bentley
there HR department deliver the prominent initiatives that does not relate with one another and
critically does not directly support the business goals and ambitions that tends to be low on the
credibility.
When OD started in Bentley
Organisational development is not only a technique for the tool but it is a professional
practice by which developed their employees and itself as well. Moreover it can be applied at
any time within an organisation in order to make proper plans and implementation and
improvement of OD values (Labanauskis and Ginevičius, 2017). In terms of this to manage the
process of organisational development in Bentley relies on the three basic components of OD
program that are:
Diagnosis It depicts the continuous Collection of data information regarding the total system of
the subunits and its procedure and the culture of company.
Action In this all the prominent activities and interventions are designed to enhance the
functioning of Bentley.
Program Management In this the project manager oversees all the prominent activities in order to design
and make sure the success of program.
Organisational development started in Bentley in order to enhance the Vision and Mission
statement of company regarding the prominent purpose that leads to achieve desired outcomes. It
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also align the functional structures of the company to work together for the common purpose and
also create a strategic plan regarding what is going on in Bentley in the decision making about
the future and achieving the future activities (Waddell and et. al., 2019). Moreover in Bentley
organisational development leads to manage the conflict that exist within the individuals groups
functions and also has the ability to smoothly run the organisation in healthy way. With
respective company organisational development is useful in order to create a system of offering
feedbacks relating to the prominent changes and improvement in order to offer opportunities and
better jobs.
How Bentley improved
Organisational development is considered as a systematic change towards the attitude and
values of employees for the growth of company and individual as well. Its purpose is to enable
the organisation in better way regarding the market changes and technological advancement. In
relation with Bentley organisational development is beneficial regarding the continuous
improvement to increase the profits. Bentley engages itself towards a development regarding the
continuous improvement of business offerings. It creates a continuous cycle of the enhancement
in which strategies are developed implemented evaluated improved and monitored for the
betterment of company and also approach the embraces change (Tam and Gray, 2016). It
becomes possible regarding the continuous communication that leads to provide feedback and
develop interaction within the organisation.
The objective of this is to improve the communication among employees and a line each and
everyone towards the shared goals and values of Bentley. Moreover it also leads to increase the
development of employees by enhancing their skills to meet the evolving market requirements
and it is achieved in Bentley by organising learning programs, training, competency and
instrument and work process improvements by their manager (Hallam and et. al., 2016).
Moreover it also leads to reduce the cost employee turnover and absenteeism as workers are
getting good response from company regarding their development that leads to raise the
productivity efficiency Innovation and profitability of company. The organisation development
objectives are more focused towards the development of quality and employee satisfaction as the
culture shift from one of the continuous improvement and give the distinct advantage within the
dynamic Marketplace.
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Critical Analysis
By considering the above information it is analysed that organisational development is a
disciplinary process that leads to effectively implement the changes and make employees
perform in prominent way. By determining the condition of Bentley it is analysed that company
face some serious issues regarding their employees as low performance employees turnover and
absenteeism by which they need to adopt organisational development within the company for
giving the better exposure to their employees and retain them for longer period of time. Because
of organisational development the motivation level of employees gets enhanced and they tend to
perform more efficiently (Austen and Jones-Devitt, 2018). In relation with this when Bentley opt
organisational development within the company that leads to optimise their operations by
fostering innovation and improves the efficiency of both employees and Organisation as well.
Through this Bentley also explore the market opportunities that already exist in the market in
order to seek proper opportunities for their success and growth. Moreover organisation
development is also useful for company in communicating with the future vision which is the
required capability and potential necessity regarding the achievement of vision.
OD cycle in Bentley
Organisational development cycle is the action research model that is commonly used in
order to provide guidance and instructions regarding the development of organisation it involve
the proper implications Research and the problems in order to take action. Action research
considers the various feedbacks that loop and make it prominent responsive towards a situation
that constantly evolves. Few steps of OD cycle are as follows:
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Initial diagnosis of problem: According to this step the management of Bentley tries to
find out the Proper review off the condition in order to analyse the real problem. In this the top
management need to meet the consultants and expertise to analyse the type of program which is
required for them to overcome the issues (Evers, Van der Heijden and Kreijns, 2016). In this the
consultants will meet the several persons and interview them to gather some prominent
information.
Data collection: In this stage the consultants of Bentley make the survey to analyse the
culture and condition of organisation by determining the behaviour and concerning issues of
employees. For this they analyse the job conditions of employee’s job effectiveness and the
prominent changes which impact the working style of employees.
Data feedback: Here, the data which is collected given to the workgroups that are
assigned to review the job and data of employees. According to this any disagreement will
mediate among employees then the priorities will be developed regarding the change.
Planning strategy for change: According to this the expert is recommend the strategy for
the change as it attempt the transform diagnosis of the issues that occur in Bentley regarding the
overall goals for the change and also determine the basic approach in order to achieve these goals
in the sequential way by implementing prominent approaches (Gillespie and Reader, 2016).
Intervening in the system: This system defines the planned activities of program during
the course of organizational development activities. These planned actions consider prominent
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changes with the system with the primary objectives of development. Include various methods
by which the external consultant intervene in the procedure of education and training team
development and process consultation.
Team building: During the whole process the consultants motivate the group to analyze
how they work collectively. In this educate regarding the value of free communication and also
developed essential trust for the group functioning. Moreover the specialist develops healthy
relations among the team managers and subordinates to work in collective manner as a team in
the organizational development sessions for the proper motivation of team building (Huffington,
2018). In addition to this the development of small groups within the company needs to develop
and enhance the large groups by comprising the various teams.
Evaluation: According to this step organizational development is considered as the lender
procedure in which they offer great need regarding the careful monitoring of precising the
feedback about the overall condition after the implementation of the program of organizational
development. This step is useful in making prominent modification according to the requirement.
It is helpful in critique sessions like appraisal of change efforts and comparison of training
regarding the behavioral patterns of employees (Britto and et. al., 2018). In relation with this
Bentley need to consider all this prominent steps effectively develop the organization and deal
with the changes regarding their employees and also describe them that these changes are for
their betterment and career development.
Identifying the current OD strategy that Bentley’s management applies
Organisational development is an approach that enables the organisation regarding their
current position and strategy involving people and processes. It underpin that believes regarding
the ability of individuals and organisations to grow and also describe the preferences of self
sustaining and developing its capacity (Roberts, 2018). The development of organisation is all
about the prominent change which company want to implement within an organisation regarding
the renewable and revitalization of the company and leads to achieve prominent growth and
success. In relation with Bentley their staffs is continuously decreasing as company face
employee’s turnover and absenteeism regarding its change in the decision making procedure and
operational activities.
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Advantages and challenges of Bentley’s current strategy
Employee turnover and absenteeism describe that company expressed in terms of
percentage towards the total labour force in order to measure and evaluate the vibrancy of
company. In relation with this company face employees turnover and for this they provide
training program to their employees to stay within the employees but by analysing the current
strategy of Bentley in which the does not engage their employees in the operational and
managerial activities of company has prominent benefits and challenges (Elsmore, 2017).
Advantages:
 With the turnover of employees brings new opportunities for other individuals in order to
get job is hiring the right people with the right scale is best for the culture for company to
do a fresh start.
 In relation with this when new employees are arrived in the company it gives the better
exposure to Bentley as they bring fresh perspectives experience regarding the innovation
and breakthrough ideas for the old thoughts towards do successful business.
Challenges:
 The working conditions and opportunities in Bentley are not standardized that lacks the
important facilities from the viewpoint of employees such as proper lightning, working
conditions, flexible hours, restrooms, health and safety provision by which employees are
not willing to do work that impact their health.
 Moreover recruited employees do not have proper skills to perform the specific job and
for this they need proper guidance and support to perform the job. In relation with this it
is quite challenging for the Bentley to offer training program to their employees which
becomes tough for new candidate to perform the job and leads to motivate them
regarding their performance.
How it links to Bentley’s aims
In relation with this Bentley need to restructure its aim and objective in order to put
emphasis on offering more accessible condition and collaborative communication with their
employees and customers as well to achieve proper satisfaction and Faith from them. In relation
with this the planning of Bentley is about to achieve the better working conditions and
competitive market for them for achieving the loyalty of customers and employees is well
(Laforet, 2016). Moreover in order to become more financially stable they need to enhance the
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motivation of their employees in order to become more competitive will the market as it leads to
enhance the performance of employees that develop the productivity of company. This factor
makes employees and company to be more competitive in comparison to other within the future
conditions. Moreover, complete re-developed the trust and Faith with their customers by offering
them proper services and special features to hold and boost the popularity and image of Bentley.
Lastly, Bentley needs to invest in more profits and market share regarding the accomplishment
of moral development within the organisation for better exposure.
Critical evaluation of OD interventions applied
By considering the Lewin’s model of change its three stages describe the successful change
process in the context of Bentley that is discussed as underneath:
Unfreeze: It is considered as the first stage of change that is most critical stage from all the
entire process of The Change management. It considers the enhancement and improvement of
readiness and also describes the willingness of people regarding the change that Foster the
realisation for moving from the current comfort zone to transformed situation (Roome and
Louche, 2016). According to this stage the employees of Bentley get aware regarding the
requirement of change prepare them self and also improve their motivation regarding the
substance of change in more prominent ways that leads to improve their working manner. In
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relation with Bentley at this stage prominent communication is required in order to provide
desired support to employees and engage people within the change process.
Change: This is state is described as the transition stage in which actual changes
implemented for the betterment of both organization and employees. It describes the acceptance
of employees in various methods of doing things. In this stage the people of Bentley are quite
and frozen regarding the implementation of actual change. For this the managers of Bentley need
to conduct proper planning effective communication and also encourage the engagement of
employees to endorse the change in more prominent way (Labanauskis and Ginevičius, 2017).
From the viewpoint of experts of respective company it is analyzed to that this stages not so easy
because it contain many uncertainties which company currently company face regarding the
resistance of employees and turnover of workers that becomes the fearful consequence of
adopting change process.
Freeze: According to this stage the individuals move from the stage of transition and get
more stable regarding the acceptance of change and bring themselves in the equilibrium state. It
is considered as the ultimate step in which the employees of Bentley need to accept the change in
prominent ways to enhance their working and accept is as the part of their life to develop new
relationships (Waddell and et. al., 2019). In order to reinforce the new behavior and change
among the employees and Organization the managers of Bentley need to develop reward system
and giving reorganization to their employees that offer them positive reinforcements in order to
support the change and policies that leads to transform their working style.
SUMMARY AND CONCLUSION
Therefore the overall report is going to focus about how the organisation development
procedure influence the organisation either in positive or negative manner and also described the
financial stability performance reputation and strategic objectives of company. The part of report
explain the organisation procedure by suggesting theoretical stages that should be developed pro-
activeness regarding the terms of Investigation planning and reactive less to being capable
enough to adapt and respond the changing internal and external conditions of environment.
Moreover the report clarifies the organisation development strategies of Bentley which they are
currently used and also demonstrate them in order to implement and achieve the current
strategies concerning the values of the procedure. Moreover the problem in any organisation
development technique remains the ability to analyse the requirement of change for convincing
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the micro environment and also eliminate the resistance of employees by planning and
implementing the impact and success of organisation development in the context of future.
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