This case study will analyze communication challenges within a local animal shelter, "Happy Paws Haven" (name changed to protect anonymity). The goal is to apply Organization Development (OD) principles to improve communication between staff members, ultimately enhancing animal care and staff well-being. (can you type a paragraph for each question 12 and 13.)

Table 9.4 Organization Development Interventions Described in This Book Table 9.4 Organization Development Interventions Described in This Book Individual , Team Interventions Interventions Organizationwide Interventions Individual , Team Interventions Interventions Organizationwide Interventions Organizational culture assessment and change Team start-up and transition meetings Organization design and structure Individual instruments and assessments Coaching Mentoring 360 feedback Career planning and development Confrontation meetings Role negotiation and role analysis Work redesign Workout Intergroupiinterteam interventions Directional interventions: strategic planning and real-time strategic change, scenario planning, and search conferences and future search Quality interventions: reengineering, Total Quality Management, Six Sigma Interventions in mergers and acquisitions Dialogic OD interventions (including World Caf and Open Space Technology) Appreciative inguiry Transorganizationfinterorganization development Summary Interventions are explicitly designed to accomplish individual and organizational change. They often consist of an intervention strategy, or overall plan, which may be composed of individual intervention activities or eventzs. Many organizational members today have become cynical about organizational change, in part due to the number of unsuccessful interventions they may have experienced. There are a number of common reasons for this, including using an intervention to solve the wrong problem, selecting an inappropriate intervention, having unclear goals and objectives, working with an unskilled change agent, and implementing change in an organization that was not ready for change. As a result, failed interventions have significant costs in time, money, and motivation of organizational members. Choosing the right intervention involves several considerations. The intervention should be matched to the data and diagnosis. The change agent should consider the organization's readiness for change and where to intervene first. The intervention should alzo be at the appropriate depth, matched to the problem being sclved, and the intervention strategy as a whole should consist of aclivities that are effectively sequenced for maximum benefit. No matter the intervention, it should be structured as an cpportunity for leaming, giving organizational members the opportunity to participate with choice and with clear and explicit outcomes. The intervention should be consistently structured so that everything from the invitation to the agenda to the client's initial presentation works steadily toward the established purpose of the intervention. The change agent and client should also discuss roles in advance so that the client's involvement and ownership in the intervention are established and that the change agent can take on an appropriate role in helping the client achieve the objectives of the intervention. Finally, interventions present a new set of ethical challenges to the change agent, including the possibility of misrepresenting the intervention or cne's skills, collusion with the client in choosing an inappropriate intervention, and potential misrepresentation of the intervention to crganizational members. Interventions 12) Choose one intervention from the textbook and explain why vou think it might 15 points be helpful in this case. Refer to Table 9.4: Organizational Development Interventions Described in This Book in Chapter 9 of the textbook. 13) Recommend a potential solution and course of action to resolve the case, 10 points including suggestions on how to implement the solution