Union group

organisational Development (HARMER) and hence we are submitting it to you on due date and time. Hopefully, this enshroud will meet your requirements and expectations. Should there be any queries, we are ready to clarify. Thank you for your concern. Yours Sincerely, On behalf of my assemblage, Karakul Hosing ID 2011-2-10-343 credit 1 OFF health to complete this overcompensate. Then we would like to convey our course instructor Sardinia Islam Khan, PhD for his relentless condescend, advice and guidance through and throughout the entire prep of this assignment.The development of this term paper took several weeks and the contribution of many people. Without the support and help of our throng members, we would possess not been able to complete this study. especial(a) thanks should be given to Mr.. Shabbier Susan from Union meeting, who was our main source of selective information. We as well as would like to thank our family members for their support and understanding througho ut the course of the boundary of this assignment. They have al looks been there to help us and were the force that pushed us to go on.Executive Summary There are cultural differences in from each one transcription. Culture differences make the government exclusive. In this report we selected Union Group for our implementation of study. The main purpose of our report is diagnosed the trade union group and husking out the problems they currently facing. After aware of the problem we analyze the way they can eradicate the problems. We tried to recommend some change that union group can implement to cope with their problem. In this research report we used diagnosis toughie like six box form and march research model.As it is a study which basically both wildcat and conclusive in nature. This study found primarily on inessential information. We made some question and ask the question to union group representative. Based on his answers and extensive search on internet we hustl ing our report. When we made the report we faced some DO (Organizational Development) theories such as Backhands theories, Burkes theories, Freshs theories etc. For diagnosis we used Marvin Washboards Six-box model. This six-box model tells practitioners where to look and what to look for our analyze organizational problems.In this six-box model there are six critical areas that is purposes, structure, rewards, facilitative mechanisms, relationships and leadership. We use this model as a cognitive map, systematically examining. And the action research model is a roommate model for learning, or model for planned change. We choose some best question from our interviewed person and we deeply diagnosis the questions and analyze our findings. From the Organizational Diagnosis questions and answers in the former section, we conducted the preliminary exam diagnosis to find out the problems and possible ventures to enter for Union Group.Based on the answers received we used the Six Box Mo del as a diagnosis tool and Action Research Model. We made our recommendation based on Operas and Robertson model of organizational change. Chapter 1 Introduction Every organization is different from each other. Ones culture does not match with other. An organization has its own structure, value, norms. The report is based on the various DO interventions and the circuit board interview. The trace of the report is DO interventions for Union Group of Companies Ltd. So in our understructure we include emergence, objective, methodology, scope and limitation.Below all the things are described. 1. 1 Background of the find out Successful human resource department makes it possible for the organization to stupefy the number and types of people necessary to ensure the continued operation of the organization by practicing the HARM practices. Therefore, it acts as an important role in HER department. As a part of ABA program, our Human choice Management course teacher Dry. Sardinia Isl am Khan assigned us to prepare a report on DO interventions for Union Group of Companies Ltd as a related topic on Organization Development under the course Human Resource Management.The COOT of Union Group Ltd. , Shabbier Susan came to our class, gave a presentation and there was a panel interview that was also held. We asked him questions for required information in Union Group of Companies Ltd and he gave answers which helped to prepare the survey. 1. 2 Objective of the train takes is organizational diagnosis. Organizational diagnosis can be considered as a special disunite of organizational research leading to a set of statements about tendency options and recommendations for change.Primary objectives are the report aims to provide information on the HARM practices followed by a company named Union Group of Companies Ltd through HER department. Secondary Objectives The report is strongly informed with how this company intervene HARM in their individual companies and how it h elps them to get objective, reliable and relevant information. We will be able to go to sleep completely about the basic of a group of many. The process or the main HARM practices a group of company uses to make their run in the market will also be known to us by preparing this report.Most importantly, we will be able to understand the HARM practices properly. 1. 3 Scope of the Study There is a certain boundary to apprehend this report. Our particular report just covers the DO interventions for Union Group of Companies Ltd. We in the main focus on the main HARM practices of this company. We tried to gather information from Union Groups website. As the COOT of Union Group of Companies Ltd came in our University, we alike with him and accumulate information about the DO interventions of the company through sharing his experience.We have also gathered information through internet. 1. 4 Limitation of the Study There was a shortage of information because our guest Speaker didnt di vision everything about their organization. The COOT, Shabbier Susan gave a presentation in our class and the answers of our questions were closely the only source of collecting data. The COOT, Shabbier Susan gave a presentation in our class and the answers of our questions were almost the only source of collecting data. 1. Company Profile With a grand workforce United group prides itself of its diversified conglomerate character.It ranges from Retail, Mobile phones, Textiles, Dyeing, sure Estate, Power &038 Energy, Tours and Travels and hospitality industry. The philosophy of the group is to nurture and promote wide ideas and growth to provide satisfaction to customers to innovate and go beyond certain standards of doing business. At GIG, we thrive in an extreme competing environment where challenge and unattackable work is rewarded. The strength of GU is in its core management principals. GU plans ahead with experienced foresightedness, strive to bring the planning into real ity and in the process learn from its achievements and mistakes.It has grown gradually, excelling year by year. Over the years, through its unified endeavor, it has been successful in slogan-?delivering the Best. And to fulfill the idea of delivering the best is has policies and procedures in place so that everyone knows what to do and how to perform to the best to their abilities. Chapter 2 lit review 2. 1 DO THEORIES DO (Organizational Development) theories are define by different point of view by different scientist like Backhands theories