Review the History of Organization Development: A Leadership Transition in Corporate Finance and answer the following questions

a. Imagine that this case took place in each of the eras below. Based on your knowledge of the history of organization development, what do you think a practitioner would have done about this situation in that era?

? 1950s

? 1960s

? 1970s

? 1980s

? 1990s

? 2000s

b. Apply any of the following management concepts to the case. What does the concept help you understand about what is happening in the case?

? MacGregor's Theory X/Theory Y

? Likert's Four Systems of Management

? Blake and Mouton's Managerial Grid

? Hertzberg's Motivation-Hygiene Theory

c. Based on your knowledge of the role of an OD practitioner, what could Cody's role be in helping Jake as his organization development consultant? What would be an inappropriate role for Cody to play?

Jake Ward quietly closed the door to his ofce and sat calmly at his desk. He considered briey putting his head down, closing his eyes, and taking a short nap to regroup after the most contentious initial staff meeting he had ever led in his 20-year professional career. He slowly came to the realization that this was not only going to be the most difcult leadership transition he had ever experienced, but it was going to be personally and emotionally exhausting as well. When Lauren McGee, chief nancial ofcer at Divisional Plastics, Inc., offered him the job and asked him to take over the corporate nance team last month, she mentioned offhand that \"this team is going to need a lot of your help.\" He assumed that was generic motivational corporate-speak that Lauren would say to any new leader, but it was looking more and more like she was being kind and understated. It was the kind of promotion that Jake had dreamed of for a long time, and he never considered turning down the opportunity. In his old job as head of accounts payable, he was familiar with this team and its previous leader, Bill Butler, but only marginally. Bill and Jake were peers who had not spent a lot of time together, but Jake knew that the team's performance was not meeting Lauren's expectations. Suddenly, Bill was out and Jake was in. He decided right then in Lauren's ofce that he would do with this team what he did every other time he had been given the opportunity to work with a new team. He would get to know them, their work, their styles, and their unique personalities. He would show them that his style was to be a boss who would seek their input and opinions, be positive and optimistic, encourage collaboration, and drive accountability for every member of the team to achieve the very best. He would mold them into a team that reminded him of his collegiate championship