Massport Case

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Cultural intervention is the best intervention because it will allow the members of the organization to see the changes that have occurred that negatively affected the organization, the changes that need to be done to get a different outcome, and that the lack of organizational culture led to many issues the organization was facing. This intervention will allow interaction and communication to increase within the organization managers and executives should have open communication about the operations and what is being done to generate revenue. Board members need to be educated on why they should be more involved in the hiring process as to phase out favoritism which allowed a lot of inexperienced individuals to become directors of Massport. With more participation of all the employees within the organization this will also lead to accountability. Tom Kinton, Director of Aviation recalled “that no one ever showed him the link between the bottom line for the authority and my spending levels” (p. 5). The director of aviation had no idea what his budget was on even looked like in such a large organization that is a huge issue how does he know his department is performing how it should?

Along with the increased participation of managers and executives there should also be participation with the lower level employees introducing them to team building exercises. Since morale is low at Massport and employees are feeling like they are being blamed for 9/11 some exercises need to be done to boost morale, and reassure them they aren't at fault for the attack happening, because it could have happened from any airport in the US. They should also have an input on the organization’s culture since the organization is a reflection of them, and they should be proud to be a part of the team. The lower level employees will help establish a culture that new employees will adopt and carry on for years to come. HR and the consultant needs to make sure they follow through the whole process to the end not just start the process, and leave the leaders of the company to implement it. HR and the consultants should do weekly meetings and surveys to make sure they are going in the right direction, and if individuals go off course they can redirect everyone back on the right path.

Massport needs leadership and accountability that starts at the top with the hiring of a CEO that has experience in the industry and experience being a leader of a large organization. Massport needs to reassure the employees that the company is going through changes that will better the work environment, and provide some hope of job security. By doing this the employees that are there will want to continue working hard, growing with the company and assist with the change wherever they can. The Board of Directors also need to be more involved in the company especially the hiring of the executive directors. If Massport redefines its mission and embrace the changes it needs to make the company should grow in a positive direction.

References

French, W. L., & Bell, C. H. (1999). Organization Development: Behavioral Science

Interventions for Organization Improvement (6th Edition). Upper Saddle River, NJ:

Prentice Hall Publishers.

Roberto, M.A., & Ferlins, E.M. (2001). Massport (A): the aftermath of 9/11. Harvard Business

School. pp. 1-15. PAGE 7