This is a instance of an effectual partnership of Jet Blue Airways and Organizational Development. In the air hose concern with an unpredictable environment. Jet blue forged a partnership with the Organizational Development ( OD ) squad and JetBlue University ( the air hoses centralized larning group ) . From this berthed the Systems Operations Center ( SOC ) which is the bosom of the air hose – the epicentre where effectual determination devising. communicating. teamwork. and leading are critical to guarantee crewmembers are able to run into and transcend client demands ( Dennnison. 2007 ) . This instance survey covers the four general theoretical accounts of planned alteration which are come ining and undertaking ; diagnosing ; planning and implementing ; and measuring and commiting alteration ( Cummings & A ; Worley. 2009 ) . All intercessions applied were carefully developed as they interpret the diagnosing of the operations of JetBlue.

And as it progress you will see that the cardinal component on doing this a successful and effectual OD is the engagement of all the employees and their bargain in from the top down direction. As you will see that non merely that they have implemented the intercessions which greatly enhanced the company’s success. it has besides institutionalized the alterations they have adapted and on On June 8. 2011. JetBlue ranked ‘Highest in Customer Satisfaction Among Low Cost Carriers in North America’ by J. D. Power and Associates. a client satisfaction acknowledgment received for the 7th twelvemonth in a row. they were awarded they are the figure one ( Article. 2011 ) .

Introduction
JetBlue has an impressive and effectual partnership with the Organizational Development Team. This is one of the success narratives on how to efficaciously use and OD Intervention within a company. They have established and institutionalized the procedure of OD within their concern system. The four procedures viz. : Entrance and contacting ; diagnosing ; planning and implementing ; and measuring and commiting were decently managed and executed. The foundation was set right and the shifting of the alteration construct was embedded in the JetBlue civilization. All JetBlue employees are involved and are cognizant on how OD intercessions are applied and how it works. The foundation of the OD intercession is solid and any new intercessions that are applied every bit long as it is carefully reviewed and agreed is unflawed. My attack for this instance survey as an OD practician is to reexamine. name. and analyse what the OD practician have accomplished and do any alterations and recommendations that I believe will further heighten the effectivity of the OD intercession. I will use the four theoretical account of planned alteration as I review and/or come up with any extra intercession for the company.

Phase 1 – Entering and Contracting
The OD squad did non hold a difficult clip come ining into this concern contract with JetBlue. All the factors I read in this instance survey are all in their side. The cardinal construct that is really positive for this intercession is that JetBlue’s organisational civilization is that they embrace alteration. This resulted the determination to assist the SOC continuously better was supported by all within the section and the whole organisation. They have implemented an ideal and perfect attack for come ining and undertaking. Their realisation that tomorrow’s runing environment will look really different. They are handling each flight as a different instance and they do non establish their premise on old informations but ever program for the latest information for each flight. A comprehensive contract was developed by JetBlue and OD squad. Both internal and external SOC stakeholders are engaged for this catching. Their procedure is unflawed and what they call a progressive company that embraces intercession as positive. They have developed a comprehensive contract that outlined the range of work and established clear functions and outlooks. Both sides have agreed on the contract. they will so continue to the planning procedure. Recommended change/addition

Upon reexamining Exhibit A. my recommended alteration is that the SVP of the SOC should be less involved on with the SOC operations. All the cardinal elements are already identified and they have developed a procedure on how to come in and develop a contract. The stakeholders are already onboard with the OD plan and in fact embraced the construct of OD so they should authorise the OD squad on alterations and straight use to the SOC with stakeholders acquiring an updated intercessions being implemented. They should deconcentrate this tasking with the SOC. OD squad and the crewmembers. By making this. SVP and stakeholders can concentrate more on their bigger tasking and duties by projecting and be aftering for the hereafter of the company. The effectivity of the Entering and Contracting phase is besides evident in extinguishing or be aftering a class of action on taking out most of the “red flags” such as deficient degree of committedness. opposition or resistance by major shareholders. deficiency of power or influence and client’s desire to pull strings the adviser. These possible “red flags” were all addressed and resolved ( Mitchell. 2006 ) .

It will besides be cost effectual if they will set up their internal OD squad. By holding a dedicated squad. they will be more focal point on the advancement of the company. OD is already developed and more than probably. merely minor intercessions will be implemented to accommodate in the of all time turning and altering invention of the planetary environment.

During undertaking. there were no specific ends identified by JetBlue but merely to look “under the hood” . I believe the OD approached this as an Organizational procedure for their programs. Although the contract covered the range of work. established their several functions and duties. they have non covered the estimated clip needed that is devoted entirely for the OD procedure. They might hold missed this measure because of the entire bargain in of JetBlue with alteration. But the issue might lift if the cost will get down escalating or even the timeframe gets extended. Phase 2 – Diagnosis

This is one of the polar countries that OD practicians should be keen in placing the relevant issues gathered on all informations. Obtaining an updated and current information is needed in this of all time altering planetary market. They besides have covered this phase as you will read on the instance survey that they are branded as progressive company which means that they invariably strive for alteration. Exhibit A if you notice that they added a planning phase on how the intercession will be approached. A thorough information aggregation will be created as one of the tools to name and near an intercession.

Exhibit B is the Denison Leadership Development Survey that was used and you can see the positive quantitative consequences that they have increased their tonss in four cardinal countries within eight months of execution. Sum uping the information captured from the Denison Organizational Culture study. focal point groups and interviews. the OD squad came up with five cardinal subjects for the company’s scheme development and civilization alteration. The OD adviser besides stresses to the leading squad that concentrating on a few relevant countries was much more effectual which I besides wholly agree. Recommended change/addition

This instance survey mentioned that 40 interviews and concentrate groups were done to derive insight. I would increase the interviews to at least 50 % of each division of the company to hold a better information analysis on where the top strengths and failings are. I will besides do a two to three twenty-four hours session to construe the informations to come up with a more feasible and acceptable hypothesis on placing the subjects for the company. The Denison Model gave a quantitative step of the organisations position. It addressed and identified the two strengths and two failings of the company. And from that diagnosing. coupled with the 40 interviews and focal point groups. they have come up with feasible ends. Goals that are derived and interpreted from the information they have gathered. Recommended change/addition

If I was the OD practician. I would besides add questionnaires for the clients. observation and unnoticeable steps. My questionnaires will be designed entirely for the client satisfaction. This is your chief concern for the company. This is a cardinal factor in increasing your market portions. I would plan the questionnaire to pull out what can be improved and any advanced thoughts that they want to see what JetBlue can offer. I will concentrate it on distinction which will do JetBlue unique from other air hoses. This will be a really strong intercession one time applied because it straight affects the clients ( Kabra. 2006 ) . On my observations. I will be presenting some observation sites at the tarmac. ticket counter. client service. and other cardinal countries of the concern. We will detect the people on how they work. how long they work and the conditions on where they work will be some of the factors we will detect. By executing observations. you will witness the existent things that are go oning during the operations of the company.

There are a batch of different divisions that makes up an air hose concern. The crewmembers each have different country of expertness such as air hostess. packers. pilots. etc. It is really diverse and you need to roll up informations on all countries. I will besides execute unnoticeable steps and analyze the current construction of the company’s organisation and see if we are using and maximising all the accomplishments. cognition and abilities of all our crewmembers. From here I will specify a benchmark and see what is our competitory border compared to other air hoses. I will besides use unnoticeable step and set up a benchmark for both internal and external portion of the company. This will give me a better attack and step on what is the existent position of the company and you can project stretch ends since this company embraces alterations. A challenging and accomplishable end for them will be ideal. By using more steps on Data assemblage. you will come up with a better conclusive strengths and failings of the company. You will name and compare your informations analysis and strategize a form and conclusive grounds that supports each type of informations analysis you collected. Phase 3 – Planning and Implementing

This is the important phase of the OD procedure intercession. The critical analysis of the day of the month gathered was exhaustively researched on this undertaking. The planning phase was really effectual as they have come up with a strategic attack to accomplish their ends. As they OD practitioner finished the scheme. they were able to pass on the scheme to cardinal leaders of the company ( Lunenberg. 2010 ) . I agree with the OD squad on what happened after the information aggregation and end scene. Meetings on each member of the SOC squad were held and they were educated on what will be their functions during the intercession. They have minimized the people’s natural reaction on opposition to alter. All five subjects they came up were communicated efficaciously throughout the organisation. An extended hebdomadal meeting for the first month was implemented. This is a carefully planned and good executed program and nidation phase of the OD practician. This is a good idea of procedure that the OD squad have covered all the intercessions and each end were farther identified with a elaborate program of action of what are the stairss needed for the accomplishment of their end. And the key for this measure by measure process is the changeless meetings and advancement cheque to see how the intercession needs any accommodations or they are within their mark ends. The OD practician is really good educated and approached this phase strategically.

Recommended change/addition
The two things I would add for the execution alteration is the award system and stretch ends. They have instilled the intrinsic wagess for the crewmembers as the OD practician came up with an intercession that each crewmember are portion of the alterations that is go oning as they have the quantitative step of their end they are accomplishing. The authorization was placed with the crewmembers. Adding an extrinsic award system such a Employee of the month. hard currency fillip. etc. . will merely reenforce and promote each crewmembers for the success of the concern. I believe with the bargain in of all JetBlue employees. stretch ends for the managers and do it a competitory but friendly attack of stretching the ends for each department/division will non ache since the civilization of the company embraces alteration. Phase 4 – Evaluating and Institutionalizing

This is a success OD intercession from start to stop. The rating procedure was impressive as you can see the success rate of the company. I believe that they have institutionalized the alteration and they made the OD a portion of the company’s civilization. They have achieved the OD intercession and as you can see. it has been decentralized and it is now at the lowest degree of direction. The success of the JetBlue and OD practician is apparent because of the foundation it has set. You will see that they have accepted this intercession as a new manner of making concern. And they even avoided the sense of complacence by holding a Culture Change Monitor Survey and a bi-weekly working Sessionss to put to death the program. They applied the Denison Organizational Culture Survey to measure their strengths and failings. You can see the grounds by holding a good foundation and construction on the start of any OD intercession. It will follow a smooth passage from each stage. As you can see that the company was merely transitioning from each stage of the OD procedure and as they evaluate the intercessions. all the stakeholders are onboard and willing to better the company as it is really apparent as you read the instance survey.

Commiting it as you will read is besides successful. From the start as the company embraces alteration. the company and the OD have transitioned alteration as a norm in their crewmembers view. They look all the alterations as a doctrine in their civilization that the success and development of their company can merely be achieved through uninterrupted betterment. Recommended change/addition

The things I will add on this are one-year get together. and urge new study system. By holding an one-year get together. I will implement a feast type with cardinal talker to promote the crewmember and have achievement awards with different classs. This will decidedly promote each crewmember to give their best every clip they work.

I would urge another study to replace the Denison Organizational Culture Survey in the following two old ages. Having the same study annually might
create complacence and over acquaintance of the study. But if you give them a different study. they will be able to look at it on a different position ad will pay more attending. I would reexamine the current invention. planetary market. benchmark the air hose concern. and their ain. I will choose and urge an ideal study based on the current informations assemblage I collected.

Decision
This is a success narrative of an OD intercession procedure. Ad JetBlue have embraced the alterations. careful planning by the OD squad as they enter the catching was really effectual. It is a really effectual attack as they have identified about all of the demands to come in a contract.

Data assemblage and analysis have resulted in placing the strengths and failings of the company. Goals were derived from the failings and measure by measure attack designed to accomplish each end. Communication is apparent as the cardinal factor on the planning and execution alteration. Each cardinal leader are involved and updated on the planned intercession. All crewmembers that were involved were trained. educated. and made aware of what’s the program and how will it be implemented. The authorization were right applied which in my sentiment is polar for their success.

Evaluation and institutionalization is already apparent as you read the instance survey that it was a uninterrupted procedure that their company has embraced. They have the system set in topographic point and monitoring was in topographic point to guarantee upward advancement is tracked. I can happen no other manner to reason the success of this OD intercession but to cite the instance survey verbatim “the instance survey provinces as follows “The SOC leading squad owns the procedure and the civilization of the section. doing the OD team’s engagement really low and leadership’s engagement really high. No longer is the sort of work that resulted from this undertaking considered extra responsibilities that leading “must” perform. Because the OD adviser set the foundation from the beginning by deputing cardinal undertakings to stakeholders. holding clear sponsorship and holding responsible leaders. a mentality displacement has occurred – the thought that making a high acting civilization is portion of every leader’s occupation. ” As an OD. this should
ever be the ultimate end on all your intercessions.

Exhibit A – Project Overview

Exhibit B – Denison Leadership Development Survey

Exhibit C – Changes over Time

Exhibit D – JetBlue Airways & A ; Organizational Development: Spouses for Change

Bibliography
Cummingss. G. . Worley C. G. . ( 2009 ) . Organizational Development and Change. Buckeye state: South-Western Cengage Learning. Dennison confer withing. ( 2007. Jun ) . JetBlue Airways & A ; Organizational Development: Spouses for Change. Retrieved from hypertext transfer protocol: //www. denisonconsulting. com/Libraries/Resources/CS-2007-JetBlue-System-Operations. sflb. ashx JetBlue Airways. ( 2011. June ) . JetBlue Awarded Seventh Consecutive Customer Satisfaction J. D. Power and Associates Honor. Retrieved from hypertext transfer protocol: //blog. jetblue. com/index. php/2011/06/08/jetblue-awarded-seventh-consecutive-customer-satisfaction-j-d-power-and-associates-honor/ Mitchell. R. C. . ( 2006. July ) . Model of the Organization Development Process. Retrieved from hypertext transfer protocol: //www. csun. edu/~hfmgt001/odmodel. htm Kabra. R. . ( 2006. September ) . Virgin Atlantic – Gap Analysis. Retrieved from hypertext transfer protocol: //www. managementparadise. com/forums/public-relations-management/6928-virgin-atlantic-gap-analysis. hypertext markup language Lunenberg. F. C. . ( 2010. November ) . Organizational Development: Implementing Planned Change. Retrieved from hypertext transfer protocol: //www. nationalforum. com/Electronic % 20Journal % 20Volumes/Lunenburg. % 20Fred % 20C. % 20Organizational % 20Development % 20Implementing % 20Planned % 20Change % 20IJMBA. % 20V13 % 20N1 % 202010. pdf