BA323 exam
Chapter 1 Review Questions
1. How would you define “organization development”?
Answer: Organization development is a series of planned behavioral science intervention activities with the purpose of increasing the effectiveness of the system and developing the potential of all individual members. OD efforts are planned, systematic approaches to change that are carried out in collaboration with organization members to help find improved ways of working together toward individual and organizational goals.
2. How does OD differ from a single-change technique such as management training?
Answer: OD represents a systems approach that is concerned with the interrelationship of various divisions, departments, groups, and
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Change leader - a person responsible for change in an organization.
Client - the person or organization that is being assisted.
Creative individualism - questioning of peripheral norms, accepting of pivotal norms.
External practitioner - a person from outside the organization who serves as a resource for change.
Internal practitioner - an internal resource for change, such as a manager or other member of the organization.
Norms - the organized and shared ideas regarding what members should do and feel, how this behavior should be regulated, and what sanctions should be applied.
Organization culture - a system of shared meanings, including language, dress, values, norms, and attitudes of an organization.
Organization development - planned strategy to bring about change.
OD practitioner - the people using, advocating, and assisting others to implement OD.
OD specialist - professionals that have specialized and trained in organization development and related areas such as organization behavior, applied social sciences, interpersonal communications, and decision making.
Peripheral norms - norms that support and contribute to the pivotal norms but that are not essential to the organization’s objectives.
Pivotal norms - norms essential to an organization’s objectives.
Psychological contract - expectations between an individual and an organization.
Socialization - process of an individual
When developing a group the norms of the group can ultimately determine the therapeutic outcome for the group (Yalom, 2005). Norms are formed by the leader’s behavior and the group’s expectations (Yalom, 2005). The norms are the standard social behavior for the group. This would include acceptable behavior and typical conduct of the group members.
In our society we have a number of society norms that we abide by. For example, there is an unwritten rule of how one should behave in an elevator. For example, it is proper to face front, stand away from strangers, and not to look at others. When a social norm is broken people may respond with alarm, humor, fear, irritation, or an array of other emotions. When you think of a norm, you are probably thinking about being normal. But in psychology terms, norm means, a standard or representative value for a group. The norm that is more common to people is a social norm. Meaning expectations about what behavior, thoughts, or feelings are appropriate within a given group within a given context.
Norms are behaviors or rules that set forth what is expected of us as people and as a society.
A norm is a behavior or unspoken rule that society has deemed as normal or acceptable. Those who do not follow the norms of a group may be shunned or looked at as different. The norm I will be violating for my project is asking people that I am unfamiliar with to do something simple for me. It is not common for a stranger to ask another stranger to do something that they are seemingly able to do. This norm acts as a mechanism of social control by keeping people from talking to those who are unfamiliar. It also puts forward the idea that we should be able to do all simple tasks ourselves. To break this norm, I am going to wear tennis shoes with one of the laces untied and ask strangers passing by to tie my shoe for me.
Norm violations are a form of actions that do not seem right to some people. Let’s say that you are in a public place, you are expected to act respectful and normal. Norms describes the expectation of a behavior. (James M. Henslin) One can perform a norm violation by doing the opposite of that, like invading personal space. There can be different reactions to violated norms which sociologists call sanctions. (Henslin) Mores, folkways, and values revolve around norms as well.
In our society we have a number of norms that we abide by. For example, there is an unwritten rule of how one should behave in an elevator. It is “proper” to face front, stand away from strangers, and not to look at others. When a social norm is broken people may respond with alarm, humour, fear, irritation, or an array of other emotions. When you think of a norm, you are probably thinking about simply being normal. But in psychology terms, norm means a standard or representative value for a group. A social norm is some sort of an expectation that our society has that is deemed normal by that society; they tell us which behaviors, thoughts, or feelings are appropriate within a given
Organizational development is a very significant course of action. This development acknowledges the challenges and the growth of an organization. Organizational development involves the arrangement and incorporation of various organizational activities and enhancing the current procedures of accomplishing various tasks throughout the community.
Internal change agents are normally used to work on long term outcome changes. They have relationships built with many people from different departments of the organization. Internal agents have the current vision and what’s expected for the future. They have knowledge of how the systems currently work and what’s expected later as technology change. They understand the direction the organization is headed in and what support is needed to get there. Internal change agents
A norm is defined as expectations, or rules of behavior that reflect and enforce behavior.(Henslin, 2009) When people are in public settings we expect individuals to behave in a certain way. For example when standing in line to see a show or to purchase an item we expect everyone to stand in a single file line. We expect individuals to wait their turn as they proceed to the front of the line. Another expectation or norm is we expect individuals to have dinning etiquette when eating in restaurants. We expect people to dine using the proper utensils. I thought about this example as I was pondering for an observation to perform. I decided that I would take a chance and visit a well respected restaurant in my area and break the norm
In analysis Schuuck, Bell, and Bell (2012) the following authors offers a variety of designs that can help implement organization development. The organization development I believe is benifutal for the Robert F. Kennedy high school is the Special Interest OD Design. The following components is connected to the Special Interest OD Design such as; Training, Education Design, Constructive Confrontation Design,
Norms are essentially unspoken rules of conduct given by society. These vary and evolve not only through time but also vary from one age group to another and between social classes and social groups. (Becker) It is important to understand how norms dictate our society because breaking any norms can lead to a negative sanctions Sanctions are punishments or rewards one receive when you either abide by a norm or violate it. (Carl, 54) Different types of norms call for different level of sanctions. There are three different types or levels of norms: folkways, mores, and taboos. Folkways are informal norms when violate have lax consequence. An example is picking your nose in class. While it seen as un-hygienic, the sanction for this violation is less severe. The next level of norm is mores. Mores have a much greater value attached to it. Mores distinguish the difference between right and wrong, while folkways draw a line
Organizational change is usually triggered by relevant environment shift, either internal or external, that sensed by companies and leads to intentionally generated response (French, Bell & Zawacki, 2006). This paper will discuss several organization development models..
Early in 1989, Sunflower began using a financial reporting system that compared sales, costs, and profits across region, when reports were noted from this financial analysis that profits were higher in some regions than the others, but they were using lower quality items in their snacks. At this point the leaders and managers of the organization noted that there was a problem within the regions. Mr. Steelman, who is the president of the Sunflower Company, created a position for an Organization development (OD) by the name of Agnes Albanese. The purpose of her position was to monitor pricing and purchasing practices for the different regions. An (OD) is a process that applies a broad range of behavioral. Science knowledge and
Organization Development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency, and/or to enable the organization to achieve its strategic goals (2015, Wikipedia).
Develop the Practitioner-Client Relationship: External-internal practitioner team with the cheerleader or pathfinder style. By getting employee motivation and satisfaction, they will be more active and perform on their job effectively, dealing with the client and help them with solving issues, and have an excellent customer service. External practitioner brings expertise while the internal practitioner brings knowledge and aware to the strength and weakness. They provide support for each other, combines more advantage, and less disadvantage.