Explain the nature of the relationship between organizational change drivers and impediments.

The Organizational Development and Design Consulting Group (ODDCG) was formed back in 1980’s when there was a big upsurge in the economy and many companies were growing rapidly. The organization began as a three person operation and quickly grew to more than 500 today. There are 400 consultants around the world and 100 people in support roles. In the beginning, there was a very loose structure and no need for much in the way of an organizational design. Whoever had the necessary skills was put to work on the task, and things always seemed to work out. The client list was rather short, and it did not seem as if it was too difficult to keep them extremely happy with interventions and results. The reputation for quality and high levels of service was established for this highly process−driven company. After the organization grew to over 100 people, the president decided it was time to create more of a functional structure. Departments created included customer support and service, human resources, and accounting.This structure seemed to work for a number of years; however, recent bi-annual customer satisfaction surveys produced feedback that the customers are not getting the service they are used to, and in some cases are threatening to leave and go to the competition. This organization has been very successful thus far and cannot afford to lose its customer base. The President has contacted the Vice President in charge of Organizational Development and asked for help in getting back to superb customer service with the size of the organization as it is today.Now that you are in charge of a significant function as the vice president (VP) of corporate organizational development that helps the organization to move in new strategic directions, you are being challenged. You have change programs in various stages of implementation at a large number of the 60 companies in your portfolio. Some of the companies are doing quite well, and others are stalling or are nonresponsive to the change initiatives that are being implemented. Several of the line managers are asking why some changes are having more success than others.You have a feeling that there is resistance that is taking place, and you want to roll out some new concepts and ideas to help the leaders of these companies handle this resistance. A number of these same leaders have asked you for a proposal that would help them understand the phenomenon and perhaps create action plans to address these issues. Discuss the following:What are the applicable models and strategies?What are at least 3 specific recommended steps that can be taken in the present situation described above?What would the cost of these steps be in time and money?What might an action plan include that could serve as a template for future action plans?You should have at least 2 credible sources, and your work should be done using APA formatting.