The Hexadecimal Company

The Hexadecimal Company I. Problems A. Macro 1. Company resistance to change. 2. Us versus them view of practicians forms companys viewpoint. B. Micro 1. Professor/external practitioner ended similarly soon did not provide direction or continuity. 2. In-group image perpetuated by OD group. 3. President too involved in details at beginning. 4. Internal consulting group was mostly outsiders and not received by the company at large. 5. OD group had little familiarity with record of firm (except maybe George Kessler). 6.OD program too ostentatious and too pricy for company. 7. Lack of unity in purpose and techniques within OD group. 8. Kay and Indars isolation from others and closeness to president had negative effects in OD group. 9. Budgeting not clarified at beginning. 10. Evaluation late 1 year later and then almost a do or analyse evaluation. II. Causes 1. Group too cohesive and creates images of in-group. 2. Fancy atmosphere perpetrated. 3. President too involved at first. 4 . Company not prepared for OD and its of necessity and purposes. . OD groups consisted almost entirely of outsiders. III. Systems affected 1. Structural changing whom the OD group reports to will only confuse purpose and goals Blake is not prepared. 2. Psychosocial the OD group has caused at least as much antagonism as it has good results. 3. Technical no reference to OD groups effectiveness. 4. Managerial too top-down thus far. 5. Goals and values No distinction that the company including top management (other than the OD group) knew or bought-in to the OD program.It was mediocre a management training program. IV. Alternatives 1. custody as is. 2. Put at a lower place Blake. 3. Have professor help organize and budget for OD. V. Recommendations Alternative leash with central contact person and clear budget. If size of Hexadecimal allows, advert OD a separate department with its own vice president. Keep reporting to president but keep him personally removed from specific decisions. Also, make reports to the executive committee and gain their support. Bring several pedigree employees into OD.