Application of OD intervention Strategies on the case of Tedtech Limited

Symbiosis University
Submitted by: Sravani

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Introduction
The chosen company for discussion is the Tedtech Company Limited which is one of the
renowned companies of India having noteworthy achievements in construction, engineering
and manufacturing. The company is facing some moral issues with their workforce due to the
financial crisis occurring across the world economy. In this study a use of OD intervention
strategies will be seen so that the company’s problems are solved and specific solutions are
given.
Company profile
The company's export to China of the largest coal gasifier manufactured in India is a
noteworthy achievement. It is the greatest regenerator in a refinery that operates in
accordance with the regulations set forth by the Federal Communications Commission
(FCC). In addition, it is the largest reactor for an electrochemical complex in the Gulf and the
longest coal conveyor in the globe. It is also the tallest viaduct in Asia. Additionally, the
company contributed to the construction of the first nuclear-powered submarine in India.
Numerous local and international honours and recognitions have been bestowed upon it.
Working both directly and indirectly, the organisation employs a substantial number of
individuals and is extremely profitable. Despite the fact that the organisation's adherence to
social responsibility has cultivated favourable rapport with its workforce and the
communities in which it conducts business, pollution continues to pose a substantial barrier.
Despite the worldwide and regional financial crisis that has impacted the manufacturing and
construction industries, Tedtec Company Limited has effectively sustained its operations and
maintained its prominence.
Issues occurring inside the company
1. Rapid employee attrition.
Swift and significant personnel turnover is the problem here. Employee turnover within the
business is high, resulting in a significant financial burden. This is because the organisation
has to spend resources on recruiting, training, and certifying new employees repeatedly.
When an employee resigns, the investments made in them are fully lost, while employing
new workers may require additional resources to be allocated for job advertisements and
other recruitment procedures. The financial crisis led to the organisation suffering recruitment
fees due to employee turnover.
The diagnosis program had a lack of transparency that led towards a misdiagnosis of the
situation. It was very lengthy in nature and thus most of the times the employees lacked
motivation to take part in that process. The company was utilising an evaluation technique

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lacking adequate transparency. The assessment form utilised was excessively lengthy,
resulting in a decrease in staff participation due to time constraints. The professors provided
the feedback results to the company's top management for their evaluation and to formulate
comments and recommendations on possible remedies to the current problem. However, the
process was so lengthy that the process was not remaining as crucial.
2. Regarding the health and safety criteria and sustainability
Working in this specific industry has inherent risks and hazards. Perhaps only a minority of
persons are inclined to undertake risks in order to maintain their livelihood. If employees see
a deficiency in acknowledgement and value, they will voluntarily terminate their employment
with the business. They may experience a lack of motivation to engage in labour, specifically
when it involves tackling pollution, even if they hold the belief that they are committed to
safeguarding the environment and promoting the well-being of the community. Also it has
been observed that the company is following sustainability and unable to deliver the
promised outcomes. This issues also needs to get managed.
OD intervention strategies to the case
Need for the OD intervention strategies
The assessment of hazards inside an organisation is crucial as it enables management to
develop and execute planned modifications. This assessment is crucial for every business as it
allows them to identify and anticipate any possible risks that may occur. A significant
proportion of organisations have been compelled to prematurely halt their activities due to
unforeseen risks, specifically hazards that were not predicted.
Tedtec Company Limited saw that diversifying its product range and entering foreign
markets were crucial measures to address the decrease in domestic demand and provide new
opportunities to maintain its industrial significance. Customer service is identified as a
significant value in the analysis of organisational values. The company has adopted a range
of tactics to uphold consumer loyalty. The impact of client loyalty on the performance of
various businesses, including ours, is generally recognised.
Organisations must construct a reliable metric to guarantee the delivery of outstanding
customer service. The main metric for Tedtec Company Limited is consumer loyalty. The
company has commissioned several polls to assess the extent of client satisfaction with its
products and services. According to Cummings and Worley, this is how they argue that it can
be efficiently achieved. Subsequently, the results were employed to evaluate performance or
to inform decisions.

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The expected advantages include increased profitability, improved service delivery, and
higher customer satisfaction. Furthermore, the business integrates client feedback,
specifically critiques, into its operational procedures. Tedtec Company Limited is involved in
many civil projects that are supported by the Indian government and other governmental
entities. As a result, the company is evaluated by state authorities responsible for quality
control and government contractors to assess the quality of their work.
This ensures a subjective assessment of the offered items and services, therefore ensuring the
quality of future attempts. Due to the implementation of the plan, the organisation has
received several contracts based on previous projects that were recognised as being executed
with a high level of professionalism.
Recommended steps
I) Data Collection
Data collection and initial assessment retrieve data pertaining to past employee turnover
rates, employee compensations, and employee benefits from the Human Resource
Department of the organisation. Conducting interviews with employees and occupational
health and safety officers in the organisation to gain a comprehensive understanding of the
current work environment in the company. Evaluating the work environment and culture,
employee safety and satisfaction, and community health status through benchmarking.
II) Providing feedback to a crucial client or group
Delivering a concise report to stakeholders and top management, summarising the findings
and suggesting appropriate actions based on the initial diagnosis.
III) Joint Evaluation
Creating collaborative identification of the issue Engage in a discussion with the OD
practitioner to evaluate the comments and determine whether to move forward with
implementing the necessary changes to address the highlighted concerns. Convey the
suggested course of action to the stakeholders and senior executives for verification and
additional analysis.
IV) Collaborative strategic planning
The senior leadership will initiate the development of a detailed course of action, which will
be contingent upon the organisation's culture, technology, problem diagnosis, and most
importantly, the well-being of employees and the environment. 7. Measures taken to mitigate
health hazards
V) Action Plan
For addressing health risks

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1. Adherence to Occupational Safety and Health Policies
2. Enhanced availability of healthcare practitioners, facilities, and services
3. Availability of pharmaceuticals
4. Enhanced health and wellness criteria
5. Decreased incidence of illness and death 6. Enhanced sanitation and hygiene practices
For addressing employee turnover
● Create employee well-being initiatives that prioritise physical, mental, and emotional
wellness in order to enhance employee engagement and retention.
● Provide wellness courses, fitness programmes, and counselling services to enhance
work-life equilibrium and facilitate stress management.
● Cultivate a nurturing work atmosphere that fosters a sense of appreciation, respect,
and concern for employees from the organisation.
● Incorporate sustainability concepts into the company's operations, goods, and services
to reduce the company's environmental footprint and enhance its commitment to
social responsibility.
● Incorporate environmentally sustainable practices, such as implementing energy-
efficient measures, reducing waste, and establishing recycling programmes,
throughout all business divisions.
● Involve employees in sustainability projects by conducting awareness campaigns,
providing volunteer opportunities, and establishing green teams.
Conclusion
Organisational development is a crucial factor in determining the success of enterprises.
Organisations follow a carefully designed organisational development plan to achieve the
best possible performance. This plan outlines the specific tasks or concerns that require
attention, ensuring that the organisation stays on track and is ready to face unexpected
challenges.
This study aims to address the fundamental issue in organisational growth by utilising the
fictitious corporation Tedtec Corporation Limited. Hence, it is imperative to carry out a
comprehensive assessment of the matter. Since its inception, Tedtec Company Limited has
been recognised for implementing significant organisational changes. The operations have
been affected by the alterations in multiple aspects. The evaluation of the organisation's
advancement revealed several hazards, shortcomings, and benefits, as well as the outcomes of
the organisational change. After assessing these elements, the company's top management
and experts in the field were given ideas and suggestions.