Summary

Data Collection Quality of the information gathered, is a critical part of the OD process. The primary methods of collecting data used in Peppercorn dinning were mainly interviews and observations. Interview is most widely used technique for colleting data in OD. It permits the consultant to ask the workers direct questions, to gain private views and feeling about the Peppercorn, and exploring any new issues that emerge during the interview. However, the major drawback of interviews is the amount of time required to conduct and analyze them. PEPPERCORN DINING How effective was the OD consultants data gathering' The content of the data' The process of how the data were collected' Erica, Lynn and Roger’s data collection involves gathering information on specific organizational features, based on personal interviews and obervations. They also examined the organizational mission statements, records, rules, regulations and policies in order to gain information about the unit’s structure. Since Erica was a former student manager at the dining unit couple of years ago, she took over the interviews with the employees because it was easier for them to speak with a familiar face than a complete stranger. But here the question arises of whether or not she is going to be objective or bias. Their data collection process begins with interviews with those from whom data will be collected. The problem with the interviews was that they were not structured, there were different questions asked to each employee and there is no means of any comparison whatsoever. The OD consultants in this case went in the organization with open-ended questions, which was a problem with the data collection. The process of data gathering is inefficient. May 30, 2012 Case Analysis: Peppercorn Dining   1.  The consultants’ data collection involves gathering information on specific organizational features, based on personal interviews and observations. They also examined the organizational mission statements, records, rules, regulations and policies in order to gain information about the unit’s structure. Since Erica was a former student manager at the dining unit couple of years ago, she took over the interviews with the employees because it was easier for them to speak with a familiar face than a complete stranger. But here the question arises of whether or not she is going to be objective or bias. While she thought that her familiarity with the people and program would potentially help her with the interviewing process, it actually would most likely hinder her ability to stay neutral and conduct a truly objective data collection process.  Their data collection process begins with interviews with those from whom data will be collected. The problem with the interviews was that they were not structured, there were different questions asked to each employee and there is no means of any comparison whatsoever. The interviewing process needed to be uniformed if the consultants wanted to get a true feel for how the employees felt about their work environment. The OD consultants in this case went in the organization with open-ended questions, which was a problem with the data collection. The process of data gathering is inefficient. In order to have a tangible and analytical data gathering process, the questions asked have to be concrete with answers that can be analyzed one way or the other. Open-ended answers simply will not do