Introduction to Organizational Development

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.

2. Capabilities - can be defined as 1) organizational capabilities – the network of organizational routines and processes that determine how efficiently and effectively the organization transforms its inputs (resources) into outputs (products including physical goods and services) and 2) dynamic capabilities – an organizations ability to build, integrate and reconfigure capabilities to address rapidly changing environments.

http://adh.sagepub.com The Evolution of Organization Development at Cornell University: Strategies for Improving Performance and Building Capacity

Organisation Development is about ensuring the organisation has a committed ‘ft for the future’ workforce required to deliver strategic ambitions. It plays a vital role to ensure that the organisation culture, values and environment support and enhance organisation performance and adaptability. It also provides insight and leadership on development and execution of any capability; cultural and change activities.

The ability of the organization to utilize resources current or future, short term or long term; along with its ability to utilize or gain and retain competencies clinically and technically; and leadership’s ability to know what it has, what it can have, and what it can do with the current resources, competencies, and capabilities it has to create similar and unique value good or service to its customers. Good or services that patients cannot obtain or can obtain elsewhere but it is not kept in high

For a business to be successful and have a competitive advantage, it is important to evaluate the company’s resources and capabilities (Pitt & Koufopoulos, 2012). Resources in a company are the productive assets owned (tangible or intangible) whereas capabilities are what the company can do with this (Grant, 2010). “Establishing competitive

Social intelligence has been defined as the ability to understand and manage other people, and to engage in adaptive social interactions like making them to get along with you. Social intelligence entails a person's awareness to a situation and the social dynamics that accompany the situation and the knowledge of the strategies and interaction style, that, he/she can use to achieve the desired objective while dealing with others (Bob, 2008).

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

As leaders incorporate these practices and behaviors, it is critical to be mindful of how we go about processing change. A key learn from the Organizational Development module was planning changes, processing, engagement, and training of staff is critical for a positive outcome. Understanding how employees react to situational changes can prevent an otherwise bad outcome if not handled appropriately (Burke, 2011).

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..

Effectiveness of leadership rest solely on the style of leadership that the leader embraces. Many times it is also contingent upon the framework of leadership. This simply suggests that dissimilar leadership styles are applicable in different situations. In order to be effective, one must possess an array of skills, influence, traits, behaviors, values, motivation and relationships with followers. Effectiveness of leadership is also the result of the mind, body, soul and spirit coming together to be a visionary, passionate, flexible, inspiring, innovative, courageous, experimental, and initiates change. Effective leadership means are centered on creating an invigorating environment that is safe, fair, and consistent for all. The aforementioned statements

The understanding I now have of Organization Development came at a point in which I was personally experiencing it myself. As someone who has undergone a reduction in work force, this course helped me better understand why transitions happen in a company that is going through an economical or global change. As someone who has worked for over 30 years, I experienced this for the first time ever in my life. I did not quite know the gest of what it all meant because I did not have an understanding regarding

In observing the Franklin Company, it is evident that there is a need for change to help the company with its present problems. The managers’ perception is that the organization is in a state of volatility. Which has resulted from a lack of growth in sales and a competitive advantage. There is a felt need to ascertain new ways of doing things. In the Franklin Company situation, it was revealed that every department has its own ideas and feel they have the right answers to overcome their problems. They all want to play an important role in the company growth, however they have different perspectives on how to fix things. No matter what level of professionalism is involved, conflict is inevitable. For example, there are several issues that hinders the departments communication, collaboration and trust. In order to implement change, all three key element need to be present but they are often hidden. After the meeting with the management team, a OD practitioner decision was made to plan and implement structural, technological and behavioral strategies to improve the condition and functioning of the Franklin Co.

Organizational capabilities are formed when a firm utilizes its resources efficiently and effectively. For example Goldman Sachs would be able to deliver outstanding customer services by helping the firms to reduce its debt load. This and other factors help to determine the core competence of Goldman Sachs.

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).