Introduction The title of the article gives a slight insinuation that organization development is not appreciated as much as it should be embraced by those who could benefit from its services. According to the authors, there are four areas that seem to be viewed as divergent. Oxford Dictionaries, defines divergent as “Tending to be different or develop in different directions” (divergent: definition of divergent in Oxford dictionary (American English) (US), n.d.). Therefore, instead of viewing these OD processes as divisive or multidirectional, it is also possible to view them as complimentary. These four areas are: “development versus change, episodic versus continuous change, planned versus emergent change, and diagnostic versus dialogic OD” (Cummings, T. & Cummings, C., 2014, p. 141). Viewing OD techniques in new or more correct ways that would enhance its processes and perception is of benefit to not only the practitioner, but also its clients. OD’s desire is to make clear its intentions to be socially, economically, and humanistically sound as a discipline. Summary and Purpose of the Article A main concern of OD is to meet the needs of clients in a timely manner especially in regard to change. Correcting erroneous perceptions and the incorrect use of techniques assists both the OD researcher and practitioner in achieving goals and results. Constant change is not only an issue for organizations, but also the OD discipline which is continually challenged to think in
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
At the core of every successful organization lies that specific organization’s application of the basic principles of organization development. In the book written by Carter (2004) entitled Best Practices in Leadership Development and Organization Change, the concept of organization development was defined as an organization-wide effort and conceptual initiative intended to increase an organization’s viability and effectiveness. In most cases, organization development is described as a change initiative and educational strategy aimed at changing the values, beliefs, attitudes, as well as the structure of an organization for the betterment and
Organizational Development (OD) has become more and more important for today’s organizations because the world is moving so fast that organizations have to find ways to be more effective, more innovation, more customer-driven, and more agile. Cumming and Worley (1997) define organizational development as “a process that applies a broad range of behaviour science knowledge and practices to help organizations build their capacity to change and to achieve greater effectiveness”. Therefore, OD will help organizations understand how people act to change and which change methods can work with the resistance to change that usually occurs in organizations undergoing change. In the study of organizational development, it is
Organization development is a system wide method of organized change directed towards refining overall organization efficiency by way of augmented similarity of such key organizational factors as external environment, mission, tactic, governance, customs, organization, information and incentive practices, and work strategies and techniques.
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
In changing the organization can better adapt to new technologies, markets, and challenges as well as the rapidly changing environments of the organization (Cummings & Worley, 2015). Organizational development is a process of collecting data on the entire organization and plan strategic ways to improve the business process. The proposed study aims to identify the key elements in the concept of change that aids organizational leaders minimize the fear of job security due to the change concept.
| Organizational development is a long-range effort and programs aimed at improving an organization’s ability to survive by changing its problems solving and renewal processes.
All managers implement a question and answer session within each department of the change plan as the OD consultant assist the management executive teams by setting realistic completion goals through communication strategies.
Organizational development is when there is a focus on improving the ability of an organization to troubleshoot a host of problems. During this process, there is a focus on a number of variables to include: planning, management, structuring, problem solving and developing self renewing capacities. The combination of these factors is designed to provide firms with the tools to effectively address a host of problems. To achieve these larger objectives, a number of areas are focused on by working in conjunction with one another.
Organizations become successful by being the best at what they do. In other words, how well the body develops the vision and mission of their organization. I believe the significances of being the best is the team’s approach to OD. some agencies fail to meet the demands of changes internally and externally. Business conditions do not remain the same year to year. Internal employee’s needs and working conditions also change externally, the costumer’s needs change from time to time too. The understanding of this and knowing how to develop one’s organization to meet the change leads to a successful organization. The CEO, to succeed in developing the business, he must have employee involvement and commitment. In other words, engaged employees from top management to the team leaders. The entire workforce must be aware of the vision and mission of the organization and the changes that will get them there. Organizational development is the thing that will get the organization to its goals and objectives. According to the textbook, “OD encompasses the long-range efforts and plans targeted at improving an organization’s talent to endure by changing the way it solves a problem and revitalize its developments. OD involves moving toward an adaptive organization and achieving corporate excellence by integrating the desires of employees for growth and development with organizational Goals” (Brown, 2011, p. 4). Not only does it take corporate events, but a corporate practitioner. “A person
Organizational Development (OD) is a developing discipline that draws on knowledge and methods from the behavioral sciences. The goal of OD is to enhance organizational effectiveness through planned systemic change. These cases study provide students with the discipline's defining conceptual frameworks and the technologies used in x organizational development. Greater emphasis is on understanding the relationship between the OD practitioner's (like Colgate-Palmolive and Marks & Spencer) role and key players in the clients system as the OD cycle unfolds. Students would experience the practitioner's "mind set" as they are challenged to frame organizational issues and identify how to enter and intervene in dynamic organizational settings.
Certain activities need to be undertaken to initiate and manage change. The first activity is motivating people to change. People will be ready to change only when they feel there is need to change. People can be made aware of this change by sensitizing them to internal and external pressures for change, revealing discrepancies between current and desired state. Resistance to change can be tackled by communicating sufficient information regarding the change and outcome of change to the members of the organization. Organization members should also be directly involved in planning and change strategy.
The issues found in my organization development (OD) setting were based on my analysis of employees across various departments. One of the issue was difficulty obtaining data to align with operationalize performance for continuous improvement. The problem rests with not only availability of data, but, more importantly, the strategic use of integrated data. Lack of strategic data integration and alignment are hindering individual and institutional success. The Christians In Life non-profit is experiencing communication issues among departments. The confusion his has led to a communications gap, and a great deal of speculation and ‘guessing’ about what is happening at CIL. The Institutionalization of solid business practices is lacking within the organization. New employees have little training on the function of the school and organization, which may delay employee productivity. Through the process of obtaining an organizational development plan I would suggest the Christian in
This project required the student to interview two organization development (OD) practitioners. The interview will give insight on how they do their work, as well as comparing and contrasting their backgrounds and the different ways they handle situations within the organization. This will also allow the interviewer to gain a perspective of how organizational development approaches relates to change management. Both interviews offer information on how to be an effective OD practitioner. The interviews focus on the roles that these OD practitioners play in change management.
As defined by Richard Beckhard, "Organization development" (OD) is a planned, top-down, organization-wide effort to increase the organization's effectiveness and health. OD is achieved through interventions in the organization's "processes," using behavioural science knowledge.[1] According to Warren Bennis, OD is a complex strategy intended to