Part Two of Strategic Development Project – Literature Review
Keisha Harper, LMSW
Center for Leadership & Organizations, Anderson University
LEAD 625: Strategic Development & Implementation
Dr. Shawn Hussey
March 3, 2024
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Part Two of Strategic Development Project – Literature Review
Introduction
Donald Harper’s concept of Blocks of Work (BOW) is a structured approach to
understanding and managing organizational change. The formula PC = D + M + TP > Cost
represents the planned change process (PC), where D is dissatisfaction with the current state, M
is the model of a desired future, and TP is the transition plan to move from dissatisfaction to the
model of desired future. This formula emphasizes the importance of identifying and addressing
dissatisfaction, envisioning a better future, and planning the transition to achieve that future, all
while ensuring that the cost of change is justified by the benefits. BOW is a strategic approach to
aligning every position within Goodyear Tire and Rubber with its overall goals and objectives
when the company utilized an outsourcing agency to streamline the organization in the early
2000s (Human Resources Outsourcing Today & Williams, 2004). This concept involves
identifying the key functions or “blocks” of work that are critical to the success of each position.
These blocks are designed to ensure that every team member understands their role in
contributing to the organization’s success.
Level five leadership is a key concept that refers to leaders, like Harper, who possess
humility, resolve, prioritize the success of the company over personal gain, and do not seek
personal glory (Collins, 2001, p. 20). Level five leaders are facilitators and focus on building a
great company. Harper’s employee engagement model within the BOW questions whether all
team members in an organization share the same work ethic and commitment as the individual
being asked. This model emphasizes the importance of team member engagement in achieving
organizational goals and suggests that by improving engagement, organizations can potentially
reduce the number of team members needed to achieve the same level of productivity. Harper
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reported his inspiration from Collins’ book in establishing the BOW for Goodyear Tire and
Rubber in the Human Resources as Vice President. He referred to Collins’ challenge to readers
of looking out the window versus looking in the mirror, where level five leaders yield
recognition to external factors when things are successful and take responsibility for their own
actions when things are unsuccessful (Collins, 2001, pp. 33–35). Furthermore, Harper remains
influenced by his own convictions and beliefs adopted from life verses of Proverbs 3:5-6,
Matthew 6:33, and Philippians 3:14 to keep himself accountable personally and professionally.
The BOW goes beyond traditional job descriptions by focusing on specific tasks or
responsibilities that directly influence the organization’s performance. By breaking down each
position into these key blocks, Harper created a clear and actionable framework for team
members to follow. This approach helps employees understand how their work contributes to the
organization’s overall goals, promoting a sense of ownership and accountability. Furthermore,
the concept focuses on eliminating duplication and non–value–added work, which can lead to
continuous learning, skill improvement, and increased efficiency. By expanding team members’
circles of work, organizations can create opportunities for them to take on new challenges, test
their leadership abilities, and contribute to succession planning.
The BOW analysis divides team member responsibilities into three categories:
administrative, strategic, and tactical. Strategic work is aimed at transforming the organization,
tactical work drives efficiency, and administrative work maintains the status quo. This
breakdown helps organizations prioritize their efforts and resources based on the desired
outcomes. The BOW provides a daily scoreboard for team members to assess their performance.
This daily feedback loop allows team members to track their progress and make adjustments as
needed to ensure they are contributing to the team’s success. Harper’s BOW is a comprehensive
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strategy for aligning individual performance with organizational goals, driving efficiency, and
effectiveness throughout the organization.
BOW Adaption within a Church Organization
The BOW concept was applied to various departments beyond human resources at
Goodyear Tire and Rubber to clarify roles, enhance productivity, and align individual efforts
with overarching goals. The BOW can be utilized to identify areas for improvement and
innovation within the manufacturing process. By analyzing the blocks of each position,
organizations can identify bottlenecks, redundancies, or inefficiencies and develop strategies to
address them. This continuous improvement approach helped Goodyear Tire and Rubber stay
competitive in a rapidly changing market. The BOW revolutionized how tasks were organized,
executed, and monitored. Each employee, from the manufacturing line to the shop floor to the
executive management level, had a set of blocks that defines their key responsibilities and
contributions to the manufacturing process. For example, a production line worker’s blocks
might include operating specific machinery, quality control checks, and maintaining a clean
work area. A manager’s blocks could include overseeing production schedules, optimizing
workflow, and ensuring compliance with safety regulations. This approach ensured that each
team member understood their role in the production process and could track their daily
contributions towards meeting production targets. The BOW transformed Goodyear Tire and
Rubber by providing a structured framework for organizing tasks, improving communication,
and driving performance improvements. It helped the organization adapt to changing market
conditions, improve customer satisfaction, and achieve long–term success.
Since his retirement, Harper established Harper and Harper Human Resources and
Organizational Development Consultants, LLC utilizing his Blocks of Works method in assisting