Process Intervention Skills Report: Case Study of XRS Project Team

This report provides a comprehensive analysis of process intervention skills within the context of organizational change, using a case study of the XRS project team. The report begins with an introduction that defines process intervention and its importance in improving organizational performance through problem-solving, decision-making, and team building. The first section identifies problems faced by the XRS project team, including issues related to a project manager's behavior during team retreats. It explores the causes of these problems, such as pressure from department heads and a lack of leadership skills, and identifies the systems affected, including human resources, financial, and project systems. The report then proposes alternative solutions, such as conducting training exercises within the organization and improving the project manager's approach. Finally, the report provides recommendations for addressing these issues, including leadership training for the project manager, on-the-job training for team members, and a thorough analysis of the problems and their impacts. The report emphasizes the importance of effective training programs, clear communication, and proactive management in fostering a positive and productive work environment.

Process Intervention Skills

TABLE OF CONTENTS
SECTION 1......................................................................................................................................1
INTRODUCTION...........................................................................................................................1
1. Problems.............................................................................................................................1
2. Causes.................................................................................................................................2
3. Systems Affected................................................................................................................2
4. Alternatives.........................................................................................................................3
5. Recommendations..............................................................................................................4
SECTION TWO ..............................................................................................................................5

Executive Summary
Organizational change is the process by which the organisation changes its organisational
structure, whole culture, strategies, operational methods, strategies and also that what is effecting
the changes in an organisation. As all of the organizations undergo the changes and studying of
these changes provides a perspective on the process. Most of the organisational changes takes
place due to reaction to something which is not right and needs to be changed in an organisation.
An organisation must develop an adaptability to the changes otherwise it will have negative
impact on the organisation and will be left behind. Organisational change refers to the changes in
the structural relationships and in the roles of the people within an organization. There may be
many reasons of change in an organisation which have an impact on the employees and on the
entire organisation. While as organisational development is a field of theory, research and
practice that are dedicated to the knowledge and effectiveness of the employees in an
organisation in order to accomplish successful organisational change and better performance in
an organisation. It is a simply a technique of planned change in an organisation. It focuses on the
beliefs, values, structures and attitudes and also the entire culture of an organisation, so that
organisation may better adapt to the changes within an organization.

SECTION 1
INTRODUCTION
Process intervention may defined as the process of which focuses on the employees to
understand their own behaviour and also behaviour of others in an organisation. Its main purpose
is to improve the benefits in an organisation through problem solving and decision making in
order to accomplish the goals of an organisation. Its also helps in the team building in an
organisation. Present report is based on the case-study of organisational change and development
at organisational and individual levels. This report discusses about the various theories and
concepts of the area of change. This report identifies the problems within an organisation and
discuses the causes of these problems. This report also discuses about which sytems in an
organisation have been effected and why and what would be the alternatives and
recommendations for the better solution.
1. Problems
A. Macro
1. XRS project team members were facing problem during a team retreats. Project manager
was under lot of pressure form its department heads which resulted in the awkward
behaviour of John during a team retreat. John did not pay any attention on the team
building exercise and used to ignore team building exercises which resulted in the lack of
interest of team members in the team building exercise (Brandler and Roman, 2015).
John could not focus on the team building exercise due huge pressure from his project
department heads.
2. Lack of project manger skills. John was not able deal with the pressure of projects which
resulted in the change of behaviour of John. John did not attended the exercise, and did
not took team building exercise seriously. John used to keep himself away form his team
members and hardly communicated with the team members. Due lack of managerial
skills John was not able to act as a manager and lack the ability to deal with the problem
and take up the training program seriously.
B. Micro
1. As John did not attended the training exercise proper but other participants were getting
into the team exercise and this behaviour was obvious to its team members John used to
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miss the early sessions. This behaviour of John made other participants non serious
about the exercise.
2. Another problem was that John used to switch the teams and used to join other team
members and used to spend more time with other team members as compared to his
own team. Which resulted in lack of proper schedule for training exercises and it took
more time to perform any exercise while training. Also John used to crack jokes on the
team members which annoyed one of the team member which had a negative impact
upon other team members.
2. Causes
1. First cause of the problem was the pressure from project heads on John which resulted in
the change in the behaviour of John during entire training exercise program. Due the the
pressure from the project heads triggered the cause of entire problems during annal team's
retreats. John could not handle the mental pressure which was exerted by the project head
and John being a project manager lacked the skill of handling and dealing with the
pressure of projects and this resulted in the change of behaviour of John (Yousafzai and
Aboud, 2014). This had an negative impact on the training exercise as it brought
hindrances in the training exercise.
2. Another cause of the problem was lack of leadership skills in John. A leader has to
support its team members during the training programs. As a project leader John had to
be active and have make sure that the members should gain most from the on the job
training importance training exercises conducted by XRS leaser groups (Ashman and
Conway, 2017). But due to lack of leadership skills in John have made it difficult for the
team members to attend the training exercise effectively.
3. Lack of professionalism in John was also another cause of the problem that took place
during a training exercise. As it was John's first job which means lack of experience of
John of working an organization was the cause of professionalism in John. John used to
attend late to the training session and used to leave early.
3. Systems Affected
1. Human Resource system: Human resources system has been effected by the problem.
This is because as it is the job of human resource department to provide training and
development programs to the employees in order to improve the skills and knowledge of
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the employees in an organisation. Due the problem training exercise was not executed
successfully. As the project manager did not focus on the training exercises as John
almost ignored its the training exercise due to which the team members was not able to
get proper training which will result in the lack of performance of the employees in
completion of the projects in future (Truong, Paradies and Priest., 2014). So it is the
human resource department which will be held responsible for the poor performance of
the employees.
2. Financial systems and internal organisational system: Financial systems will also be
effected by the problem that existed during training exercise. To develop any training
program in an organisation it involves proper formulation of budgets and also require
huge infrastructure to make the training exercise successful. The training exercise
conducted by XRS leaser groups required handsome amount of investment to make this
training exercise happen. As the training exercise took place outside the organisation,
training instructor was hired by the organisation to help with the training on team retreats
to whom an organisation has to pay for three days, also the costs food and beverages, so
the finance department will also be affected by the problem (Naber and Wyatt, 2014).
3. Projects systems: Project systems will also be effected by the problems. Due to this
problem a training exercise was not implemented successfully on the team members of
the project this will result in the poor performance of the team members during a project
completion. Even the project manager was not interested in the training exercise
conducted by XRS group which will present certain challenges for the project manager to
get the tasks done by the team members. So the problems will have a negative impact on
the project departments as the employees and the project managers were not attending the
training exercise properly due to the problems that existed during training exercise.
4. Alternatives
1. First alternative would be to conduct the training exercise within the organisation. If the
training exercise has been performed within the organisation it would result the training
program to be successful for the team members (Dixon, 2017). By conducting training
programs within the organisation top management would check that organisation should
properly analyse the causes and reasons of the change which will help the organisation in
framing a effective solution for the changes that takes place in the organisation. I also
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learned that change management will help to deal with the negative reactions of the
employees in an organisation (Yousef, 2017). I also learned that change management has
a great importance with in an organisation, it help to understand what are the causes and
effects of the change and how would an organisation should tackle the change that takes
place in the organisation. If there would be any deviation during the training exercises,
top management can make the immediate corrections during the training programs (Biron
and Karanika-Murray, 2014). By conducting the training in the organisation Project
managers and the team members would take the training exercise seriously and would
make it effective.
2. Another alternative way to make the training exercise effective would be the John should
have taken its responsibilities of project manager seriously and should have focused on
making the training exercise more effective. John had a major role to play as a project
manager. John world have acted professionally to make the training exercise effective for
the team members of the project (van den Brook, P and et.al., 2017). John should have
attended all the training exercise timely and should have supported the team members
and motivated them towards the training programs in order to make the training exercise
successful.
3. Another alternative way would be that the team members should have talked to their
project manager regarding the problem. They should have asked questions regarding the
problems faced by the team members during training exercise like why John is not
interested in the training exercise, what is reason of change in the behaviour of their
project manager, how they can find a solution to the problem and how they can make the
training exercise more productive. By sharing the problem with each other would help in
making the training exercise more effective and they would be able find the effective
solution to the problem faced during the training exercise (Goldstein, Lackey and
Schneider, 2014). By doing so it will build the trust among the team members will
improve the performance and interest of the team members while performing training
exercise.
5. Recommendations
Plan:
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 Management should provide proper leadership training to the project manager as John is
the leader of the team and lacks leadership qualities. By providing the leadership training
to John will develop leadership qualities in John and John can act as a better leader.
 Management can also provide on the job training to the team members and by providing
on the job training an organisation can easily evaluate the performance of the team
members. By performing on the job training team members and project manager will
become serious towards the training programs and their performance can improved
easily.
 Management should analyse the issue properly what were the reasons of the problems
and who are responsible for the problems. A management should also analyse the impact
of the problem on the training exercise and on the team members. This proper analysis
will provide a framework to the organisation and after proper analysis management need
to ask for clarification from the responsible person.
Intervention: To understand the behaviour of the employees in an organisation and also the
build teams in an organisation and it will also improve the performance of an organisation.
Implementing process: Management should implement better training programs and exercise in
future so that they are not faced by the same problem in future. An organisation should formulate
an effective plan for establishing training programs in future. By formulating the effective
training programs, it will not result in failure of training exercise and loss of time and resources
of the organisation in future. A organisation should also not put lot of pressure on their
employees in the organisation. By putting lot of pressure on the employees it will result in
dissatisfaction of the employees and may result in the conflicts in the organisation. So the
organisation should not put more pressure on their employees in an organisation.
SECTION TWO
My learning about the change management is that change management will help the
organisation to ease the organisations transitions. As the organisation is facing the problems
during the training exercise which has created certain problems in executing the training exercise
effective but with the help of change management an organisation can manage the change and
formulate the strategies to overcome the change and also can prevent these changes to take place
in future. I have also learned that with the help of change management and organisation can also
have to accept the changes that takes place with in the organisation. I also learned that an
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organisation should properly analyse the causes and reasons of the change which will help the
organisation in framing a effective solution for the changes that takes place in the organisation. I
also learned that change management will help to deal with the negative reactions of the
employees in an organisation. I also learned that change management has a great importance
with in an organisation, it help to understand what are the causes and effects of the change and
how would an organisation should tackle the change that takes place in the organisation.
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REFERENCES
Books and Journals
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Biron, C. and Karanika-Murray, M., 2014. Process evaluation for organizational stress and well-
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Brandler, S. and Roman, C.P., 2015. Group work: Skills and strategies for effective
interventions. Routledge.
Dixon, N. M., 2017. The organizational learning cycle: How we can learn collectively.
Routledge.
Goldstein, H., Lackey, K.C. and Schneider, N.J., 2014. A new framework for systematic
reviews: Application to social skills interventions for preschoolers with
autism. Exceptional Children. 80(3), pp.262-286.
Naber, J. and Wyatt, T.H., 2014. The effect of reflective writing interventions on the critical
thinking skills and dispositions of baccalaureate nursing students. Nurse Education
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Truong, M., Paradies, Y. and Priest, N., 2014. Interventions to improve cultural competency in
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van den Brook, P and et.al., 2017. Preparing for reading comprehension: Fostering text
comprehension skills in preschool and early elementary school children. International
Electronic Journal of Elementary Education. 4(1). pp.259-268.
Yousafzai, A.K. and Aboud, F., 2014. Review of implementation processes for integrated
nutrition and psychosocial stimulation interventions. Annals of the New York Academy
of Sciences 1308(1). pp.33-45.
Yousef, D. A., 2017. Organizational commitment, job satisfaction and attitudes toward
organizational change: A study in the local government. International Journal of Public
Administration. 40(1). pp.77-88.
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