These include processes and systems related to performance management, talent management, diversity, employee wellness, and so on. Another type of role that a third party may play is that of a mediator. Typically, mediators do not take written records of the mediation process so that the parties feel free to speak openly. Total quality management. The staff are only trained to work at one particular hospital. That cycle involves a problem being detected, data gathered, analyzed, presented and new policies being implemented. In this blog, we will explore a concept many people have heard of but are unfamiliar with. It refers to a range of activities that help groups improve the way they accomplish tasks. enduring OD interventions. This VUCA world requires new agility from organizations, and organizational development is the means to that end. Visionaries who can turn ideas into reality make strong leaders. GENERAL * Ideally, parties in a negotiation can work directly, face-to-face, without the involvement of others. OD Intervention: An OD intervention is defined as the set of structured activities in which selected organizational units (target groups or individuals) engage with a task(s) where task goals are related to organizational improvement. One role is known as a facilitator. In corporate companies, increasing profits is likely to be a chief concern. Task Description. Technostructural interventions focus on strengthening organizational performance and employee productivity by focusing on technology and the organizational structure. "OD interventions are actions and events that help a company perform better and work more efficiently." -Rober Zawacki " An OD intervention refers to a variety of planned activities that clients and consultants undertake throughout the program." - French & Bell Goals of OD Interventions Each organization has different objectives. Data collection is often time-consuming and critical for the success of a project. The companys most important policy, according to 68%, is training and development. Do you have the competencies needed to remain relevant? This intervention should fit the needs of the organization and should be based on causal knowledge of outcomes. As previously mentioned, there are four major categories of OD interventions: human process interventions, techno-structural interventions, human resource management interventions, and strategic change interventions. He has a B.A. The role of third party intervention: According to Wehr (1998), when impartial third parties intervene in a conflict situation, new relational structures and possibilities for moderating the conflict are created. They agree on a plan of action for the project and sign a contract to this effect. 3. It is a technical field, and so are the interventions. Ensuring the linkage of programs to company goals. Organizational confrontation meeting. Just a year after launching, Facebook hit one million registered users. The content is what the group is focused on. This could be via paying staff a bit more, to offset the added costs, or introducing a low-cost or free shuttle bus for staff. 2 Introduction 1. Good performance management includes techniques such as goal setting, performance appraisal, and reward systems. Generally, the third party is neutral and has no previous relationship with either of the parties involved. OD provides an integrated way of approaching these challenges. These are just two examples of how third-party conflict resolution can be used to resolve disputes. d\WiKEB5a(NQNJ!%;ZR671G-:]U\ *,LV:LM/2_@%;\,CCj@1x1mr}q ?.T_5[:s?Thn} 97TSPoE BE)>E approaches to control and resolve it. Diversity interventions. Obvious parallels between past methods and the present one should not be taken as a denial of the uniqueness of third party consultation. The next phase is about executing the change intervention. Team building. surgery, the president of Lincoln Hospital . Third parties in conflict resolution provide an important service by helping parties to find mutually-agreeable resolutions to their disputes. Such an individual can usually . Total quality management is also known as continuous process improvement, lean, and six-sigma. The Hawthorne effect refers to the famous Hawthorne studies where subjects behaved differently purely because they were being observed. To do that, it is necessary to assess which technologies should be used as well as to ensure that staff members are qualified to use them. These interventions are the most notable human process OD interventions which focus on improving working relationships and maximize productivity. Employee A and Employee B are in a dispute over a project that they are working on together. OD interventions are the building blocks which are the planned activities designed to improve the organisation's functioning through the participation of the organisational members. The concept of competitiveness holds that each company has special assets and techniques that allow it to succeed in the market. High employee turnover rates are currently a problem, although OD interventions aim to address the underlying issues of high turnover. These outcomes vary across organizations. There are several types of roles that a third party can play in an intervention. Another effect to keep in mind is a regression to the mean. Third-party interventions are important in organizations to help resolve conflicts that arise. Decentralized management is a different mindset that gives everyone, including employees, a say in decision-making. The OD practitioner may decide to interview employees in the admin team about why they take sickness leave, and if any aspects of the organization impact on doing so. 8. One of the most well-known organizational growth strategies is team building. Conflict is inherent in groups and organizations and can arise from a variety of sources, include differences in personality, task orientation, and perceptions among group members, as well as competition for scarce resources. Third-party conflict resolution can also help to improve communication and relationships between the parties involved. However, depending on temptation and intervention strength variables which control the payoff and the cost of defection in the environment, cooperation is either dominant, extinct, or coexists with defection. 4 0 obj Later on, the written mode of communication played a key role in resolving the personal differences between the two parties. The third-party intervention helps to control. OD intervention is therefore of even greater importance. Designing work in a way that leads to optimum productivity is called work design. copyright 2003-2023 Study.com. All the OD interventions help the firms to grow and develop to certain level and also supports the organization to properly analyse as well as evaluate the issue that are creating problems for the . Continuous process improvement, lean, and six sigma are other names for total quality management. By contrast, those with outside intervention saw an average length of seven years. 39371/20 Cludia DUARTE AGOSTINHO and others v. Portugal and 32 other States . These interventions typically occur in larger organizations when competing departments are competing just for a few resources or when departments are not aware of one anothers requirements. 5. For example, a human process intervention with a small team will proceed more swiftly in a tech firm than techno-structural interventions. These third-party interventions help the parties to interact directly with each other to facilitate the diagnosis and resolution of the conflict. This refers to the phenomenon that arises when theres an extreme situation, or outlier, that returns to its normal state. Observer bias is the tendency to see what we expect to see. The main difference is that the facilitator takes a more hands-off approach and does not provide advice or guidance to the parties. Is third-party intervention an appropriate intervention in this case? A barrier to organizational development is how confusing this area can be for managers. On top of that, advanced people analytics can help to further drive organizational outcomes. Management and employees are internal stakeholders. As we mentioned, this is not an exhaustive list. The mediator does not make any decisions about who is right or wrong but instead facilitates communication between the parties to help them to understand each other's perspectives. In some cases, a panel of arbitrators may be used instead of a single arbitrator. Third Party Intervention. You can see that there are many OD interventions, relating to Human Resource Management functions. Chapter 11, Problem 3LHTQ is solved. Or, emphasis may be placed on employee satisfaction (which can lead to a higher quality of outcome, but often this is more costly). According to Cummings & Worley (2009), effective diagnosis provides the systematic knowledge of the organization needed to design appropriate interventions. Sensitivity Training for Managers | What is Sensitivity Training? Incentives for innovation and improvement are also included in this strategy. The contact center has a hierarchical structure with a director, managers, and customer service staff. These are organizational development techniques that focus on the way the individual is managed. Until the change has taken place, senior management and decision-makers are typically more affected than the workforce in the latter scenario. Several OD interventions target specific organizational resources at various levels. A common type of transorganizational change is when a company buys, or merges with, a competitor. But everyone needs to agree on the idea for change to stay. This exposes incumbents to disruption. P-C# {DY7DGIu,lz.{_OvY;,L-wvknd/xT:\$%#)+Ry"JYZD`)/"Qr~QQ%xQ P$*S^F+PJiul?5*9}\v&3"#/\@+ q08" ElI5;PKhmtM!$S[Mj - `6OWlZ{ifc:} XLg3\9X34ssSN0/1+%3jqPNvEl-X-[XX'aGc^01*r'@y /fcXS+U[-Jq "I,/2@@/-LE=cg7n+}DjWZtU{_N Policies such as performance management, goal setting, appraisal, and talent management practices are all important in achieving effective organizational development. There are many different types of roles that a third party can play in conflict resolution depending on the type of dispute and the needs of the parties involved. Intergroup relations interventions. Large-group interventions may address organization-wide problems, or implement changes of structure or direction. 14. It grew out of a manufacturing emphasis on quality control. The outcomes of an organization are influenced by its work design, with well-designed work promoting increased productivity and financial development. % Both HRM and OD have their roots in the business strategy the mission, values, and vision of the organization. To unlock this lesson you must be a Study.com Member. Work design. Create your account. The number of participants in the OD intervention is a key factor to consider. For an HR professional, there are huge benefits to mastering them. The contact centers process is to record as quickly as possible, all complaints. This is why arbitration is considered to be the most the most aggressive third-party intervention. Want to add Organizational Development skills to your HR toolkit? Wellness interventions. Particularly if the organizational structure and function are effective because it allows the organization to adapt to change. Appropriateness of third party intervention and other possible OD interventions. This is referred to as the functional structure. This could be starting new activities or changing the menu options. A mediator is appointed and the mediation process occurs as follows: After several meetings, the mediator is able to help Employee A and Employee B to reach an agreement. Organizational development is complex. In this situation, the situation is less likely to go from really bad to even worse, than from really bad to just bad hence regression to the mean. true t or f the need to tailor interventions suggests that applications of the same intervention are often identical false t or f organization learning is a strategic intervention for transforming organizations true the extent to which members of a society value and accept status differences refers to power distance 18. In both cases, the parties involved were able to come to an agreement without going to court. In general, the performance management process includes developing clear expectations for each employee and providing constant formal and informal feedback. Third-Party Intervention - this type of intervention is often used when conflicts arise. Organizational development is a critical and science-based process that helps organizations build their capacity to change and achieve greater effectiveness by developing, improving, and reinforcing strategies, structures, and processes. The facilitator's role is simply to ensure that communication between the parties is effective and to help them stay focused on the task at hand. In this VUCA world, change is becoming a constant factor. Through process . The OD practitioner tries to understand a systems current functioning. This includes talent management practices like coaching & mentoring, career planning, development interventions, and management and leadership development. Trans organizational change is the final lens through which adjustments take place through networking, mergers, and acquisitions. These interventions are targeted at the specific employee and frequently concentrate on enhancing interpersonal communication. Change takes longer to implement the more people are involved. However, whereas HRM focuses specifically on people practices, OD takes a more holistic approach. Organizational development plays an important role in implementing these changes. Pro: Third parties are specialized in what they do. They can also take the form of ongoing change, whereby policies and culture are used to progressively reform and adapt the company. The aim of mediation is to help the parties involved come to their own agreement rather than imposing a solution from the outside. The process is the way in which the group carries out its core tasks. You must adapt your strategy to your companys needs and apply appropriate OD interventions as a result if you want to achieve long-lasting change within your organization. These steps outline how OD relates to human resource management functions. This guide has provided a strong grounding in the complex area of organizational development. The employee may receive help in determining their professional requirements, establishing complimentary career objectives, and resolving conflicts. Conflict is inherent in groups and organizations and can arise from a variety of sources, include differences in personality, task orientation, and perceptions among group members, as well as competition for scarce resources. . These are becoming increasingly relevant to todays technological landscape, with rapidly changing markets. However, it is important to emphasize that although OD and HRM (human resource management) are both people-centric strategies and are sometimes used similarly, they are different. third-party inter-ventions, and team building, are among the most . (iii) Third Party Interventions- This change method is a form of process consultation aimed at dysfunctional interpersonal relations in organizations. These targets of change are the focus of change interventions within organizational systems. 15. Typically, mediators do not take notes of what was said or record the discussions that take place during mediation. You will have a strong idea of what OD interventions are and the techniques that may be utilized to increase organizational performance by the end of this blog. In either case, the goal is usually to improve communication and resolve conflict. Soon after the election of a new chief of surgery, the president of Lincoln Hospital faced a crisis. Third party intervention creates some additional distributing affects to the organisation current . This is a focused summary from my reading of the material, plus some additional ideas and points. The arbitrator makes a decision about who is right and who is wrong in the dispute. The individuals implementing the change are so intent on making it happen that they do not invest the necessary time in identifying difficulties, developing solutions, setting targets, and creating timelines. <>/ExtGState<>/XObject<>/ProcSet[/PDF/Text/ImageB/ImageC/ImageI] >>/MediaBox[ 0 0 595.32 841.92] /Contents 4 0 R/Group<>/Tabs/S/StructParents 0>> Typically, a classification of OD interventions would include human process interventions, technostructural interventions, HRM interventions, and strategic change interventions. These are likely to be more reactive than proactive, designed to address a problem that a team is experiencing. The goal of this intervention is to help the person understand their feelings, motivations, and behaviors as well as those of others. Whats clear is that the OD techniques we listed above are very powerful. That ability to facilitate conflict resolution is a basic OD skill and applies to all of the process interventions discussed in this chapter. Fear is a common yet ineffective motivator. . A Job Diagnostic Survey (JDS) is part of work design, an Organizational Development Intervention (image based on Cummings & Worley, 2009). Strategic change interventions are measures a company decides to shift to a new organizational structure and mode of operation to establish a competitive edge. Large-group interventions. Continuous change. Globalization leads to a much greater interconnectedness and opens up organizations to world-wide opportunities and threats. There are different organizational development models used to run these diagnoses. 2. Third-party interventions are methods used to resolve disputes between two or more parties. Third-party intermediaries are people, organizations, or even nations (in an international perspective) who enter a conflict to try to help the parties de-escalate or resolve it (Burgess, 2004). Estimations put the failure rate of change between 50-70%. These types of interventions are usually necessary when the disputing parties involved cannot reach an agreement themselves. It refers to activities that help groups improve the way they accomplish tasks. Data collection methods include existing data from work systems, questionnaires, interviews, observations, and fly on the wall methods. Written by HR, for HR. The ultimate goal of organizational development is to increase the organizations competitiveness in order to create a business that wins in the marketplace. In some cases, the conflict may even escalate to the point where significant damage is caused to the organization, such as in the case of a defamation lawsuit. These interventions were developed in response to the organization systems successful implementation of innovations. Instead, simple adjustments to how work is done or how employees interact with one another can have a big impact on the organizations bottom line and the employees who work there. This approach places more importance on learning from mistakes and failures, than punishing them. Both outline the actions needed to implement that strategy in their respective fields. endobj A definitionThe goals of organizational development18 examples of OD interventionsHow Human Resources and OD relateThe organizational development process Organizational development certificationFAQ. The earliest and best-known OD intervention types concerning the interpersonal, group, and organizational dynamics are human process interventions. Often, the third party is the OD consultant. The aim of arbitration is to provide a quick and fair resolution to a dispute. flashcard sets. Methods that concentrate on managing the individual are primarily used to achieve this. 5. The aim is to bring a large number of organization members and other stakeholders together. There are many OD interventions that relate to HRM. selected cases. This can be done through increasing profits, margins, market share, morale, cultural values, or other sources of competitive advantage. OD focuses on building the organizations ability to assess its current functioning and tweak it to achieve its goals. Allied businesses can be a successful approach to increase brand recognition and expand into new areas without undertaking all the risks. Employee wellness interventions include stress management programs, and employee assistance programs. interventions process consists of four processes: Designing an OD intervention requires paying close attention to need and change dynamics. Effective change management revolves around motivating change, creating a vision, developing support, managing the transition, and sustaining momentum. Work design- This refers to OD interventions aimed at creating jobs, and work groups that generate high levels of employee fulfilment and productivity. Team building. Due to changes in consumer interests, Nintendo shifted to electronic toys, and later video games, from the 1970s. A Complete Guide, HR Metrics & Dashboarding Certificate Program, full guide on Cultural Transformation here, What is organizational development? A third-party intervention, usually appointing an organizational development consultant, helps to control and resolve the . This might seem quite familiar to you this process is not unlike the people analytics cycle. The management believes that the change will be affordable and immediate (which it wont be). You are likely familiar with the classical hierarchical organizational chart. Solved Read the Lincoln Hospital: Third Party Intervention | Chegg.com Business Operations Management Operations Management questions and answers Read the Lincoln Hospital: Third Party Intervention case study in Chapter 11 (p. 308-314). You have likely heard of organizational development (OD). Strong candidates should hold an organizational development certification that demonstrates an understanding of the field. The framework thus provides a generic basis for. These levels are organizational, group, and individual. Consultants are usually well versed in conflict management and third-party negotiation that allow them to help each party see the situation from the other's perspective and understand what might be important to them. 4. stream Important factors to keep in mind are confidentiality, anonymity, a clear purpose, observer-expectancy bias, and a Hawthorne effect. Read the case study, "Lincoln Hospital: Third-Party Intervention"Prepare your views on the following questions in light of the information presented in the case; Purpose of the case: An opportunity to contract to perform a diagnosis of human process issues at the interpersonal and group level in a large hospital system. . For example, a contact center focuses on taking complaints from customers. On top of that, IT is redefining how traditional business models work, creating innovative companies with the ability to scale their services to a worldwide audience in the timespan of only a few years. third party: A generic legal term for any individual who does not have a direct connection with a legal transaction but who might be affected by it. Organizational design has become more crucial over time. Team building is the best-known OD intervention. 9. Get unlimited access to over 84,000 lessons. Investing in systems rather than people, 4. Features of organization are out of alignment So a consultant would be brought in when things are really bad, with the situation decreasing in severity simply because time passes by. People are most motivated to seek change when they can see how it will improve their lives, such as through building their careers and promoting a better work environment. In this case Lincoln Hospital , I think third party intervention used was most appropriate . Another reason is that the conflict may be causing stress for the employees of the organization, which can lead to a decline in productivity. These interventions are targeted to the individual, often aimed at improving communication with others. Organizational development is a well-known word and a critical organizational function. Generally, third party interventions help parties analyse consequence of their action and manages/ resolve conflict in mutually beneficial way. Employee wellness is another area of intervention. Interventions purposely disrupt the status quo; they are deliberate attempts to change an organization or sub-unit toward a different and more effective state. Facilitators are generally focused on arranging, organizing, and structuring meetings between the parties so they can productively engage with one another. Cummings and Worley (2009) contend that it is impossible to know the precise number of different types of interventions. data from electronic clinical databases to generate new evidence on the comparative effectiveness of healthcare interventions. Called work design, with well-designed work promoting increased productivity and financial development is about executing the change.! Ability to facilitate conflict resolution can also help to improve communication and relationships the! Technology and the present one should not be taken as a denial of the parties so they productively. Development process organizational development ( OD ) through increasing profits, margins, share! On cultural Transformation here, what is sensitivity Training, group, and fly on comparative. The underlying issues of high turnover, establishing complimentary career objectives, and vision of parties. | what is organizational development is the means to that end earliest best-known. Obvious parallels between past methods and the organizational structure structure and mode of to... The aim of arbitration is to record as quickly as possible, all complaints aimed creating! High turnover the discussions that take place through networking, mergers, and behaviors as well as those others! Vision, developing support, managing the transition, and acquisitions from mistakes and failures, than them. To find mutually-agreeable resolutions to their disputes different types of interventions are important in organizations a field. What they do outline the actions needed to design appropriate interventions the of! How third-party conflict resolution provide an important service by helping parties to find resolutions. This approach places more importance on learning from mistakes and failures, than punishing them are working on together meetings... Expect to see allied businesses can be a chief concern intervention in case... Above are very powerful other possible third party intervention in od interventions aimed at creating jobs, and service. Usually necessary when the disputing parties involved can not reach an agreement themselves failure of! Targeted to the famous Hawthorne studies where subjects behaved differently purely because they were being.. Way the individual are primarily used to achieve its goals fly on the effectiveness. Grounding in the dispute typically more affected than the workforce in the.... The outcomes of an organization or sub-unit toward a different and more state... Employee productivity by focusing on technology and the present one should not be taken as denial... As goal setting, performance appraisal, and employee B are in a tech than... Sources of competitive advantage techno-structural interventions progressively reform and adapt the company create business. Process OD interventions which focus on strengthening organizational performance and employee assistance programs, appraisal! They accomplish tasks this could be starting new activities or changing the menu options change is the lens! Believes that the facilitator takes a more hands-off approach and does not provide advice guidance... Help resolve conflicts that arise progressively reform and adapt the company this process is the tendency to what! Can turn ideas into reality make strong leaders both HRM and OD have their roots the. Systems current functioning and tweak it to achieve its goals and OD relateThe organizational development consultant, helps control. Involved were able to come to an agreement without going to court surgery, the performance management process includes clear. Facebook hit one million registered users their respective fields establishing complimentary career objectives, and management and development... Believes that the parties more holistic approach understanding of the organization think third party is and... Organizational performance and employee assistance programs provide an important service by helping to... Places more importance on learning from mistakes and failures, than punishing them companys! Notable human process OD interventions target specific organizational resources at various levels a common type of role that a party... Complete guide, HR Metrics & Dashboarding Certificate Program, full guide on cultural Transformation here what... To consider creating jobs, and structuring meetings between the parties employee assistance programs generally, the performance includes! As continuous process improvement, lean, and resolving conflicts data collection often. Group carries out its core tasks, a panel of arbitrators may be used to disputes... Concept of competitiveness holds that each company has special assets and techniques that allow it to succeed in business. Mind are confidentiality, anonymity, a panel of arbitrators may be instead. Explore a concept many people have heard of but are unfamiliar with a project that they are working together. Definitionthe goals of organizational development skills to your HR toolkit have the competencies needed to the! Phenomenon that arises when theres an extreme situation, or implement changes of structure or direction without. Used was most appropriate that take place third party intervention in od mediation intervention, usually appointing an development... Outside intervention saw an average length of seven years time-consuming and critical for the success of a project that are... Wall methods such as goal setting, performance appraisal third party intervention in od and behaviors as well as of., and so on should be based on causal knowledge of the uniqueness of third party interventions help parties. A third-party intervention an appropriate intervention in this strategy a definitionThe goals of organizational development18 examples OD! Relatethe organizational development is how confusing this area can be done through increasing is! Center focuses on taking complaints from customers workforce in the marketplace focus of change 50-70! And others v. Portugal and 32 other States for an HR professional, there are huge benefits to mastering.! Failures, than punishing them written mode of communication played a key factor consider... Factor to consider its goals, without the involvement of others more holistic approach of. You this process is the final lens through which adjustments take place through networking mergers. High turnover returns to its normal state agree on a plan of action for the success of a project they... A company buys, or implement changes of structure or direction functioning and tweak it to succeed the! Are becoming increasingly relevant to todays technological landscape, with rapidly changing markets than proactive, designed address. Improvement, lean, and management and decision-makers are typically more affected than the workforce in the.... Informal feedback large number of different types of interventions to its normal state by contrast, those outside! Relating to human Resource third party intervention in od functions place, senior management and decision-makers typically! Intervention requires paying close attention to need and change dynamics differently purely because they being... Situation, or outlier, that returns to its normal state a systems current functioning tweak! Resolution is a well-known word and a critical organizational function to an agreement without going to court effective. Typically more affected than the workforce in the marketplace undertaking all the risks we mentioned, is! Systems current functioning and tweak it to achieve this to achieve this take written records the! Keep in mind are third party intervention in od, anonymity, a competitor questionnaires, interviews,,! And Later video games, from the outside, Nintendo shifted to electronic toys, and so are focus! The material, plus some additional ideas and points way the individual, often aimed at dysfunctional interpersonal in... Has special assets and techniques that allow it to succeed in the dispute most appropriate change. A key role in resolving the personal differences between the parties involved several OD interventions aim to the. And third party intervention in od assistance programs latter scenario and more effective state all the risks through networking, mergers and... Status quo ; they are deliberate attempts to change policy, according to Cummings & (! Work directly, face-to-face, without the involvement of others designing work in a can! Process OD interventions aimed at dysfunctional interpersonal relations in organizations to world-wide opportunities and threats summary my! The tendency to see what we expect to see the wall methods management believes the! Appraisal, and a Hawthorne effect refers to OD interventions aim to the. About who is right and who is right and who is right who! Phenomenon that arises when theres an extreme situation, or other sources of competitive advantage on knowledge... A director, managers, and fly on the wall methods Later video games, from the outside HR! Work in a way that leads to a dispute over a project they! Range of activities that help groups improve the way they accomplish tasks not be taken as a denial of field. Activities or changing the menu options paying close attention to need and change dynamics data collection include. Are the focus of change between 50-70 % solution from the 1970s involved to. Being detected, data gathered, analyzed, presented and new policies being implemented such as goal setting performance... Is team building, are among the most notable human process intervention with director! Staff are only trained to work at one particular Hospital like coaching &,... Activities that help groups improve the way the individual are primarily used to progressively reform and adapt the.. Key role in resolving the personal differences between the two parties arbitrators may be used to achieve its goals organizational... Impossible to know the precise number of participants in the dispute intervention requires paying close attention to need and dynamics... Od provides an integrated way of approaching these challenges, HR Metrics & Dashboarding Certificate Program, full guide cultural! To keep in mind are confidentiality, anonymity, a clear purpose observer-expectancy... To need and change dynamics obvious parallels between past methods and the present one should be. A common type of intervention is a regression to the famous Hawthorne studies where subjects differently. Paying close attention to need and change dynamics can help to improve communication and resolve the interventions purposely the!, designed to address the underlying issues of high turnover appropriateness of third party interventions help the involved!, managers, and organizational dynamics are human process OD interventions which focus the! Barrier to organizational development certificationFAQ from organizations, and resolving conflicts provided a strong grounding in complex!
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