Developing Corrective Actions in RSPCA Using Hayes Interventions

This report focuses on the application of Hayes Interventions to address organizational issues at RSPCA, an animal care organization. The study identifies employee dissatisfaction and management shortcomings as key problems. The report uses Hayes Interventions, an eight-point checklist, to propose corrective actions such as training, identification and screening, improved communication, supervision, employee involvement, reporting, and follow-up mechanisms. The selected intervention is discussed, emphasizing its potential to foster better communication and understanding between managers and employees, ultimately leading to improved employee attitudes and organizational performance. The expected future includes enhanced communication, increased employee satisfaction, and a more positive work environment, benefiting both the employees and the organization. The report concludes that Hayes Interventions can bring much-needed change to RSPCA by improving communication and addressing employee concerns, leading to a more effective and harmonious workplace.

Running head: DEVELOPING CORRECTIVE ACTIONS (INTERVENTIONS)
Managing Change
[Developing Corrective Actions (Interventions)]
Name of the student:
Name of the university:
Author note:

1DEVELOPING CORRECTIVE ACTIONS (INTERVENTIONS)
Executive summary
This study is aimed at understanding the importance of interventions at the organizational level.
The purpose is being served through the use of Hayes Interventions in RSPCA Company. The
company deals with the animal care, which is indeed a very engaging and challenging job. The
employees of the company are being shown as dissatisfied due to the hard labor they have to put
on their job. Additionally, senior managers are being shown as less indulgent with the different
organizational matters. Moreover, the paper presents a solution to such issues at RSPCA through
the Hayes Interventions.

2DEVELOPING CORRECTIVE ACTIONS (INTERVENTIONS)
Table of Contents
1. Introduction:................................................................................................................................3
2. Developing corrective actions (interventions) using Hayes Interventions:.................................3
2.1 Using appropriate interventions for the identified issue and the area of opportunities:........3
2.2 Discussing the selected intervention:.....................................................................................5
2.3 Put forward the expected future after implementing the Hayes Interventions:.....................6
3. Conclusion:..................................................................................................................................6
References:......................................................................................................................................7

3DEVELOPING CORRECTIVE ACTIONS (INTERVENTIONS)
1. Introduction:
Every problem at the organizational level needs to be corrected immediately; however,
some problems keep repeating and those are not resolvable through a quick intervention. Such
repeatable issues and problems are needed to be resolved to get long-term benefits (Massett et
al., 2016). This study is also aimed at identifying suitable interventions or corrective actions to
reduce the stress level of employees and enhance their satisfaction level who is working in
RSPCA, Australia. The work nature at the RSPCA is probably the core reason behind the
increasing stress in employees. However, some other reasons are also there, which are mainly
linked to the employee on how they see their job (Jones, Sharp & Norris, 2015). The assignment
uses the Hayes Interventions to introduce the required corrective actions for RSPCA (Mass.gov,
2018).
2. Developing corrective actions (interventions) using Hayes Interventions:
2.1 Using appropriate interventions for the identified issue and the area of opportunities:
Hayes Interventions was being introduced by Mr. Hayes who is popularly known for
resolving various kinds of critical issues like suicide cases also. Mr. Hayes has developed an
eight-point checklist that Mr. Hayes follows to rectify the issue (Mass.gov, 2018). However, all
of the interventions may or may not be feasible to the issue identified in RSPCA. Following is
the list of appropriate interventions that are being taken from the Hayes List of Interventions
(Mass.gov, 2018):
Training: This is one of the interventions of Hayes Interventions. It can be used in RSPCA for
educating its employees on the nature of work. They may also be put to counseling sessions.
Counseling session will focus on listening to the issue of employees and providing them the

4DEVELOPING CORRECTIVE ACTIONS (INTERVENTIONS)
relevant answers. Opportunities include like employees will be educated on the nature of work
and the employer’s expectations from them, the benefits of being caregivers to animals who have
no shelters will be highlighted and a bonding between the employees & the employers will be
formed (Nunan, 2017).
Identification and Screening: This intervention will help to identify and screen the issues of
each employee. Opportunities include such as employees will feel valued as they have been
asked by the employers to share the individual issue (Kurtessis et al., 2017).
Communication: This is very important as senior managers of RSPCA are found as less
indulgent in the organizational matters. This may provide several opportunities such as
communication gap between the senior managers and the employees will be resolved, both will
get to understand the each other’s expectations and they might try to meet the requirements of
each other’s (Nunan, 2017).
Supervision: As discussed earlier, this is missing notably in RSPCA because senior managers
have been found as less indulgent in organizational matters in the Assignment 2. An effective
supervision may provide several opportunities such as the participation of employees, which is
suspected to reduce in the coming future (Nunan, 2017).
Involvement: As discussed in the assignment 2, the senior managers of RSPCA are less
indulgent to the organizational matters. Additionally, employees are dissatisfied and feeling tired
as well. The tiredness is due to the job nature. Involvement from both ends is missing. This
intervention may give opportunities like manager’s involvement is expected to increase and
employees will feel energetic (Nunan, 2017).

5DEVELOPING CORRECTIVE ACTIONS (INTERVENTIONS)
Reporting: This will enable a system that will facilitate the reporting system where employees
will report to the senior managers about any of their issues. Moreover, managers will also show a
positive acceptance to the report. Opportunities include such as communication between the
managers and the employees will become smoother and moreover, employee’s issues will be
acknowledged, which may help employees to gain in trust over the senior managers (Gigler et
al., 2014).
Follow-up: This is indeed very necessary as it will avoid any negative consequence of the
implemented interventions. A follow-up procedure will help the senior managers to know the
level of adaptation in employees to the training materials. This may provide opportunities such
as senior managers will have knowledge of how the intervention is progressing and also the
differences that it has brought to the employees (Nunan, 2017).
2.2 Discussing the selected intervention:
Hayes Intervention has been selected for resolving the issues, which are slowly becoming
an epidemic in RSPCA. The intervention is selected because Hayes Intervention has been
identified as a useful measure against the social causes like suicides, organizational matters like
employee’s performance and much other (Mass.gov 2018). Intervention is useful because it
offers a list of the checklist, which systemizes the works. Nevertheless, systemization misses
notably in RSPCA (Mass.gov, 2018). There is very less connectivity between the senior
managers and the employees. This is just threatening to the future of RSPCA as employee’s
dissatisfaction is remaining unnoticed by its senior managers. The nature of work is expected to
add fuels to the dissatisfaction level. Moreover, some of them might end of quitting the job (Lu
& Gursoy, 2016). The Hayes Intervention will help the senior managers and the employees to

6DEVELOPING CORRECTIVE ACTIONS (INTERVENTIONS)
have a strong bonding between each other. Moreover, they will be able to understand each
other’s responsibilities, which may motivate employees to have patience as their job needs the
same (Mass.gov, 2018).
2.3 Put forward the expected future after implementing the Hayes Interventions:
The expected future after implementing the Hayes Intervention may be much brighter for
RSPCA. Fair communication may establish between the managers and the employees. The
counseling process may help the employees overcoming their negative thoughts (Masdonati et
al., 2014). Every single issue will be addressed seriously by the senior managers. Employees will
have positive attitudes, which are missing significantly at the moment. The RSPCA Company
will prosper to have a better business due to a changed organizational practice like committed
senior managers and the dedicated employees (Van der Kolk & Schokker, 2016).
3. Conclusion:
To conclude, RSPCA may be benefitted from Hayes Intervention as the intervention will
bring a much-needed change in the think tank of both the senior managers and the employees.
Employees will get to know their responsibilities, which will help them to stay positive while
taking care of the animals. Senior managers will involve them in the various kinds of
organizational matters. This will improve the organizational communication and will help to
reduce the communication gap that exists at the moment.

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Jones, B., Sharp, T., & Norris, J. (2015, April). Welfare considerations for cat management. In
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