Case Study : Practicing Organization Development

In stage 1, unfreezing is where disconfirmation creates hassle and discomfort, which causes guilt and anxiety and drives and motivates the person towards change. But unless the person feels comfortable with dropping the old behaviors and adopting new ones then change will not occur. This means the person must be psychologically safe in order to replace the

Learning and Development (L&D) is considered a significant function of the Human Resource Management (HRM), which is related to the activities performed in an organization, which aim to enhance and advance the performance of the group of employees and the individual employees in the considerable settings of an organization. This essay discusses the key issues that occur during the process of Learning and Development (L&D) and elaborates a literature review based upon the findings of Learning and Development (L&D). This essay is designed to encourage strategic thinking about learning, development and knowledge creation and management, and provide basic of understanding regarding the contribution of Learning and Development (L&D) in the field of Human Resource Management (HRM).

When entering Target as an external consultant many different steps will need to occur in order to create an effective action plan. The organizations readiness will determine if the change will be adequate. The problem needs to be pinpointed and the appropriate level to initiate the change has to be inscribed. In order to communicate the progress of the change feedback is a necessity. When all of these steps occur in the proper procedure a prosperous change will occur.

The resources of an organisation are those assets that deliver value added in the organisation (Lynch, 2015). According to the resource-based view, firm performance is achieved through competitive advantage that derives from the application of resources that are valuable, rare, difficult to imitate and unable to substitute (Barney, 1991).

Organizational development is a learning tool that can be utilized not only for professional success but for personal success in life as well. This particular tool or resources deals directly with change and who to best deal with the changes in order to produce a good outcome for all involved. Our text teaches us that, “Organizational development (OD) comprises the long-range efforts and programs aimed at improving an organization’s ability to survive by changing its problem solving and renewal processes,” (Brown, D.R., Harvey D., pg. 3). Making adjustments in the areas of

Perhaps everything we have is a gift and inheritance from nature and one that we are not guaranteed the end. What we have life, death, enjoyment of happiness, freedom, etc are gift. If we do not manage it well, its inevitable end is not guaranteed. So, we must learn to harness, ignite, re-ignite, protect, exploit, extend and preserve our heritage. It is every person responsibility to properly apply what he or she has in ways that maximize the best of its usefulness. And the field of OD is no exception. The organization experience called development is a test of every organization? commitment to the pursuit of new learning, and knowledge.

The combination of the readings, case studies, discussion boards, and paper critique are conveniently and evenly distributed in the coursework. The variety is advantageous for students to learn via different approaches. All of the course materials brought up opportunities to relate past or current work experiences for students. From a personal viewpoint, most previous job experiences related to how OD interventions would have been so much better had the organizations known to involve their expertise and how experiences were troublesome as a result.

Change is inevitable and has become a way of life. To be able to adapt to the changes is the biggest challenge of organizations to-day, not only to survive but also to ensure its growth and help to remain relevant in the changing times.

An organization’s culture is the foundation of everything that goes on in the company. It is basically the personality of the organization. Culture is built over time and is an important element of an organization’s reputation. Who wants to work for a company whose culture reflects that they do not care about their employees? Fortune 500 companies have the distinction of turning high profits and the distinction of high employee satisfaction.

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).

The Organisational development article I have chosen gives context to Organisational development theories from early teachings to more recent academic research highlighting disconnect among OD researchers. The OD article is from the journal of applied behavioural science. Literature review explains shortcoming among OD research. I chose the OD article for the in-depth analysis of this subject from early theories to more recent models of practice. The author discusses the implications for researchers, practitioners, and teaching of OD as a subject. The authors of the OD article aims to give an in-depth analysis of which is of greater scope which is discussed in textbooks, journal articles and methods of early OD practitioners. The OD

Every organization uses multiple resources for the achievement of their goals. Organization seeks most of the resources from the environment like people, money, technology, equipment etc. Barney (1991) says that firm resources include all assets, capabilities, organizational processes, firm's attributes, information and knowledge controlled by a firm that enables the firm to conceive and implement strategies to improve its efficiency and effectiveness. Resource can be defined by approach that is more technical. Popular approach of resource-based review is followed to identify the resources of the firm. Many theorists are of the view that resources are something, which gives the firm competitive advantage over the other firm which can enhance the performance of the firm. According to this approach, resource normally fulfills the following criteria.

There is a rapid improvement from past to present in advancement and business. there are some key parts in development of an organisation such as business, IT, security etc.

Over the last 40 years, organization development has been widely applied in organizations settings across the world since it emanated from United States (Rees, 2008) and has progressed from a limited conceptual and practice base into a comprehensive, global approach to organizational improvement (Glassman and Cummings,1991), so it seems that understanding organization development’s content and its relations to organizations has become more and more critical for OD professions. Therefore, as a student study organizational change and development, I will explore these aspects in this essay.

There are a number of factors that have an impact on an individual’s performance which influence their job satisfaction. An individual’s performance can have a major impact on how well a business is operated. Their personality, values, perceptions of an organization, and motivation can affect their job performance. Employers want their employees to use their talents to their fullest capacity. I will list organizational development intervention strategies. These concepts will improve an individual’s behavior in order to achieve excellence. I give an insight to what motivates an individual to improve their behavior in the workplace. In organizational development (OD) employee empowerment gives an employee a certain level of responsibilities towards decision that align with their specific organizational task. As a manager, it is their duty to create a work environment in which employees feel empowered, productive, and satisfied in the workplace. If a manager values their employee, then they should show their appreciation through feedback that shows their unique value toward a company. Through effective communication and training, employees will be able to achieve excellence through positive feedback. Feedback is two-sided, it is an opportunity to share opinions and find solutions which creates success.