WEEK TWO ASSIGNMENT 1
Intervention Selection and Application: Center City Hospital Case Study
University of Arizona Global Campus
BUS 370: Organizational Development
WEEK TWO ASSIGNMENT 2
Introduction
In the dynamic landscape of organizational development (OD), selecting and applying the
appropriate intervention is a critical process that shapes the effectiveness of initiatives that foster
positive change. The key lies in understanding an organization's unique needs and challenges
with myriad interventions available, ranging from structural adjustments to cultural
transformations. Strategic decision-making in intervention selection involves deeply analyzing
organizational culture, structure, and goals, ensuring alignment with the desired outcomes.
Bierema (2020) states, “An effective intervention is one that fits an organization’s needs,
target outcomes that will address the problem’s root cause, and transfers competence to the
, organization to manage future changes.” (sec 5.2, para 22) The successful implementation of
organizational development interventions relies on a meticulous and tailored selection process,
wherein a profound understanding of an organization’s culture, structure, and goals guides the
decision-making, ensuring alignment with desired outcomes and fostering sustainable positive
change.
Intervention Selection
The identified organizational problem or issue for this case study is that Center City
Hospital leadership is concerned with a morale issue amongst the organization’s nursing staff.
The relationships between nurses, unit managers, and doctors damage the hospital’s mission. The
CEO is concerned about losing physicians due to the lack of leadership skills displayed by the
unit managers. The unit managers are concerned about the nurses' stress levels and blame the
physicians' arrogant behavior as the cause of stress. For morale issues and negative team member
relationships within a hospital setting, targeted OD interventions such as team-building
workshops, communication training, and conflict resolution programs can be particularly
Intervention Selection and Application: Center City Hospital Case Study
University of Arizona Global Campus
BUS 370: Organizational Development
WEEK TWO ASSIGNMENT 2
Introduction
In the dynamic landscape of organizational development (OD), selecting and applying the
appropriate intervention is a critical process that shapes the effectiveness of initiatives that foster
positive change. The key lies in understanding an organization's unique needs and challenges
with myriad interventions available, ranging from structural adjustments to cultural
transformations. Strategic decision-making in intervention selection involves deeply analyzing
organizational culture, structure, and goals, ensuring alignment with the desired outcomes.
Bierema (2020) states, “An effective intervention is one that fits an organization’s needs,
target outcomes that will address the problem’s root cause, and transfers competence to the
, organization to manage future changes.” (sec 5.2, para 22) The successful implementation of
organizational development interventions relies on a meticulous and tailored selection process,
wherein a profound understanding of an organization’s culture, structure, and goals guides the
decision-making, ensuring alignment with desired outcomes and fostering sustainable positive
change.
Intervention Selection
The identified organizational problem or issue for this case study is that Center City
Hospital leadership is concerned with a morale issue amongst the organization’s nursing staff.
The relationships between nurses, unit managers, and doctors damage the hospital’s mission. The
CEO is concerned about losing physicians due to the lack of leadership skills displayed by the
unit managers. The unit managers are concerned about the nurses' stress levels and blame the
physicians' arrogant behavior as the cause of stress. For morale issues and negative team member
relationships within a hospital setting, targeted OD interventions such as team-building
workshops, communication training, and conflict resolution programs can be particularly
