Case Study On Organizational Development

Organisation Development ensures organisation to establish and maintain a better future for the entire organisations. Organisation development can be achieved through either a change management plan or supported by software upgrading. Staff behaviour patterns will allow organisation development management to observe and analyse situations and consider the required justifications, which will result in achieving effective organisational changes.

Technology was massively growing in the years 2000-2010 causing a technological revolution. Many people were shocked by this advancement and were not as highly as acceptant. The article New workers, New workplaces Digital ‘Natives’ Invade the workplace written by Lee Rainie explains the growth and spread of technology and the effect it has on the younger generation in comparison with the older generation. Lee Rainie explains the consequences of this technology in the workplace. The intended audience for this text would be employers who want to learn more about technology and the effects of it on the younger generation. The purpose of this essay is to develop an understanding between the older generations who has not lived with technology alongside the younger generation who were raised by it. The context, organization and the tone of the essay all determine the effectiveness of the argument.

Organizational change is often used to improve all or part of an organization, such as a process. Organizational change may occur as the organization changes its strategy for success or when there were decisions made to change the entire environment that the organization is currently functioning under (Cawsey, Deszca, & Ingols, 2011). Change can also occur as the organization evolves while moving through life cycles. In order for organizations to grow and develop, there must be change at various stages of this process.

Changes in technology: Workplaces are change of new and advance technology, technology inventions and improvements to be introduce.

Organizations has become more popular in the workplace rather than the other alternatives. Even though it may related with a crisis, the most powerful companies has to face the need for change. Being able to move different directions and to enhance the functioning of a group can be one of the

Organisation development(OD) is a planned process of change in an organisation’s culture through the utilization of behavioral science technology, research and theory (Warner Burke, 1982). It also refers to a long range effort to improve an organisation’s problem solving capabilities and its ability to cope with changes in its external environment with the help of external or internal behavioral-scientist consultant or change agents (Wandell French, 1969).

The impact of computer technology in the workplace has been enormous within the past decade, both positive and negative. Distant communication through the use of computers and mobile devices have overhauled the office setting completely. Email, social networking sites and the world of the Internet have opened a whole new avenue of communication. Technology has changed the entire workplace environment, the relationships, and how things get done.

There was a coordination and collaboration among all departments in the organization that resulted in faster accomplishment of tasks. Also, the goals of the organization were clear for the employees and they were always stressed by their managers.

In order to have a successful outcome to occur from an organizational development intervention the organization must be acceptable of change. The organization’s readiness must be evaluated. To evaluate the readiness for change a combination of three different measures will need to be implemented, which are observation, surveys, and interviews

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..

OD – Organizational Development is clearly the main focus here at DuPont. Tom had a vision to improve the organizational standards at DuPont not focusing on any problems that may have been present. The projected outcome for DuPont’s organizational structure was improving for the better of the company and the employees. Tom wanted to development to increase productivity for the company and its employees which would allow to company to be in a better stable place in the near future. Tom was building a strong foundation for the company which would benefit everyone involved. Tom

However, in the recent years, many of the organizations engaged Organization Development Manager instead of a Training Manager. Reason being OD Manager not only focus on those traditional values and skills, but they also concentrate on organizational effectiveness, ultimate results, and focus more on process, structural, technical and strategies in the organization. This explains the high demand of OD Manager as the position of an OD Manager act as an organizational development intermediary and advisor to the leaders of the organization and aids the organization’s initiatives within the organization. An OD manager uses the behavior science knowledge to find out the root cause, then plan and implement effective strategies to develop high performance in the organization; they also manage HR programs for all levels such as directors, managers 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).

After anticipating a need for change, it is necessary for the OD practitioner to enter the system in order to develop a relationship with the client. The relationship is important because it is contingent upon the accomplishment or disappointment of the OD program. The practitioner aim is to initiate open

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD develops the ongoing effort geared for long-term effects. OD works to help management and employees on a variety of levels. Organizational development is perhaps unequaled in its ability to meet any type of organization needs. However, the solutions developed from the role of OD may not be necessarily interchangeable with different organizations (Grant, 2010).