RFP Interventions Paper (Acceptable RFP 1)
There are different kinds of intervention choices that can be applied when responding to the scope of work in the statement of an RFP. The choices are made based on the on the nature of the work the RFP focuses. There are also changes in the leadership whenever there are interventions in order achieve desirable results. However, the change in leadership causes challenges to some of the people who are responsible for the implementation process. It affects their participation and morale in different ways. The intervention choices are chosen to respond to the statement or scope of work according to the principles and practices of organizational development and industrial-organizational psychology. The intervention choices are selected by considering different aspects of the organization such as groups, individual or organizational level.
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Scope of services
Every service in the scope is accompanied by an intervention choice. The intervention methods must address every aspect of the project so that there is efficiency in the budget and implementation.
Management objective and team building
This intervention method will be chosen to address the development of candidate profiles and advertising campaigns. The company has a set of objectives to identify profiles for its managerial and junior employees. The team building intervention will help develop a quality database for all the prospective candidates for the candidates. The team building process involves collecting information about members of the team. The intervention method choice is appropriate because it fully addresses the collection of information for all employees in the organization during the team building process.
The management objective part of this intervention method is used to address the second part of the service scope, the development of an advertising scope. The management objective involves developing a plan on the best way to conduct the marketing campaign. The objective of developing the advertising campaign is fulfilled under this intervention method.
Inter-group Team-Building Interventions
This intervention method is designed to address the second service scope. This scope involves the recruitment of candidates into the organization and the screening process to reduce the candidates to only 10 to 15. This intervention method is appropriate for this scope because it involves team building and the employee selection process. The organization is seeking employees to serve in the marketing department in a management capacity. The selection process involves identifying candidates who have inter-group skills to manage a whole marketing department.
This intervention method is appropriate for this task because if helps recruit candidates who have desirable skills in the management of group and teams. This intervention method also addresses the process of screening candidates to ensure that only those with the stipulated qualifications are selected to join the organization. The team building process is complex and only through an intervention method like this one will this service scope be accomplished effectively in good time.
Goal setting and planning
The service scope of arranging for the travel plans of candidates should be placed under the intervention method of goal setting and planning. The travel plans are part of the scope of the service provision hence; they should be regarded as planned objectives. This intervention method is designed to help in the planning process by ensuring that the travel plans are complete within the given timelines. Since the service is offered in conjunction with the city, the intervention method is important because it provides for the goal linking the concerned parties.
Process consultation intervention
The scope of conducting reference checks on the selected top candidates should be placed under an intervention method where research is done. The process consultation intervention method is appropriate because it involves consultations to clarify that the information given by the top candidates is true and valid. The consultation process may involve checking references online, calling referees on the candidates’ CVs, checking with other institutions and authorities. The intervention method is effective because it is designed to erase any form of doubt on the candidate’s credibility and qualifications. The reference checks on candidates can only be done by impartial individuals, who can only be availed when this intervention method is used.
The survey feedback intervention method is designed to give information on research on the scope of a service. In this project, this intervention method will be designed to address the candidates’ recommendations objective or scope. After collecting, analyzing and clarifying the information collected about different top candidates, there is need to give recommendations to the city on who could be the most qualified candidates for the job. This intervention method is chosen in order to ensure that the information collected from previous stages of the projects is clarified. This step is important because it gives the whole process credibility. It shows that the project decisions have been made based on the findings in the previous stages.
The final two stages of the scope of the project are the background checks and final interviews and the negotiations. These stages are critical in the scope of the project because it is at this point that the company selects the managers from the available candidates. It must be done thoroughly to ensure that the candidates are fully grilled and that those with weaknesses are not selected. The final stage involves negotiating for the terms of work and the salaries. This scope can only be conducted by the top managers in the company. The managerial grid intervention method should be applied. The managers use their capacity to establish who the best candidates are by conducting the interviews. The managers should also negotiate with the successful candidates to determine the terms of work and determine the salaries.
Change in leadership
The change in leadership causes challenges to the people participating in the intervention methods because it creates a vacuum in leadership. The people have problems adjusting to new leaders and implementing new ideologies hence; this affects their performance and morale. Change in leadership will at first cause a dip in performance but if the new leaders are good, the performance picks up with time.
Principles and practices of OD
The principles of OD ensure that every intervention method helps improve the efficiency levels in the organizations. The principles include collaboration, inclusion, respect, authenticity, self-awareness and empowerment. These principles are value-based. They address the ethical aspects of the intervention method to ensure everything done is legal are acceptable. These principles help the organization improve its image, integrity and productivity.
Therefore, the scope of work of every project must be implemented based on a relevant intervention method. The intervention methods are meant to improve transparency, efficiency and credibility. In this project’s scope of work, the appropriate intervention methods include; managerial grid, survey feedback, process consultation intervention, goal setting and planning, team-Building interventions and management objective and team building. The principles and practices of OD must be adhered to when implementing the intervention methods to ensure credibility in the scope of the project.
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Jones, B. B., & Brazzel, M. (2006). The NTL Handbook of Organization Development and Change: Principles, Practices, and Perspectives. New York: John Wiley & Sons.
Schultz, D. P., & Schultz, S. E. (2010). Psychology and Work Today. An Introduction to Industrial and Organizational Psychology. New York: Pearson Education.