Key Characteristics Of Organizational Development In The 1960's

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.

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.

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.

Brown, Donald R. (2011). An Experiential Approach to Organization Development. Upper Saddle River: Prentice Hall.

One of the most overlooked aspects in a business’s, or corporation’s success is its emphasis on management development. Management development is defined as “…the process from which managers learn and improve their skills not only to benefit themselves, but also their employing organizations.” Moreover, whenever a company utilizes its management development skills, it will directly relate to the company’s economic growth along with the company’s environmental well-being.

The aim of this report is to provide a critical analysis of the concept of change in the business industry. The concept of change can be tracked back to Lewin’s Model of Change therefore the intitial introduction of this report focuses on the relevance of the Model of Change and its importance to giving precedence to other relevant change management theories and how Kurt Lewin’s work on heavioral science and planned change during World War II gave rrise to prominence of experimental leadership and planned change processes which also in turn launched a new generation of research that lead to group dynamics and how change programs are implemented into an organisation (Burnes, 2004). This is important because today’s basic elements or factors

Organizations are social entities that are goal directed, are designed as deliberately structured and coordinated activity systems, and are linked to the external environment (Kirst-Ashman, 2011). The four main parts of that definition are social entity, goal directed, deliberately structured, and link to external

The chosen news article is the August 7, 2017 CNNMoney one about the head of the Samsung Company who is on trial where the prosecutors seek to have him serve a twelve year jail sentence for charges of corruption (CNNMoney, 2017). This particular article has successfully galvanized the three core concepts of organizational development. These include organizational climate, organizational culture and organizational strategies. Organizational culture is concerned with the deeply enshrined norms, values and characteristics that the members of the organization share. The organizational climate refers to the mood or singular personality traits of the organization that includes the beliefs and attitudes that bear an influence upon the members’ aggregate behavior. The organizational strategies deal with how the organization identifies problems, negotiates change, plans action and makes an evaluation of its progress. These concepts of organizational development as per the aforementioned article make the basis of the contents of this paper.

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..

          The Hexadecimal Company in recent years was forced to change their product market due to lower labor costs by companies in competition. With this change of product came rapid growth and systemic problems within the company. The President, John, Zoltan, decided to created an Organizational Development (OD) group to help address change and managerial style within the company. However, this OD group was not accepted well within the organization and many felt as though this group was a waste of time, energy and resources. Employees did not want to participate in the training although forced to attend.

Organizational Development (OD) is the systematic application of behavioral science to bring about planned change in organizations. The intended objectives are improved adaptability, productivity, and effectiveness. These objectives are accomplished by changing values, attitudes, strategies, behaviors, procedures, and structures so that organizations can adapt to the changing technology, and competitive forces. (Taylor, n.d.). People and organizations deal with change on a daily basis. Change is inherent in contemporary organizational experience and many companies are constantly competing in changing market

Today, many of the organization are more concern for organizational effectiveness and have engaged professionals to help to handle the pressure faced by an organization. Creating favorable circumstances for organization development is one of the factors for

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

Organization development grew out of the human relations traditions of the 1940s and 1950s, and it has had enormous influence on management practices and thinking about how organizational effectiveness can be achieved. Critical manpower and resource shortages faced by all organizations, public and private, during World War II and in the immediate post-war years stimulated a search by social scientist and managers, separately and in cooperation with one another, for effective means to maximize the utilization of existing individual and organizational resources. (Ritcher, I 2007). Organization Development was by tradition about planned change efforts, instituted to enhance organization effectiveness within the context of the traditional, hierarchical, management-as-experts, top-down era. The legacy of leaders and organizations developed in this context remain. Organizational Development is about how organizations and people function and how to get them to function better. Organization transformation signals the need to transform mindsets, engage people and make the deep shift to the ongoing mutual learning environment needed for the long-lasting change characteristic of our world today.

Koontz and Weihrich (1990) Organizational development as well as management coincide with one another. Organizational development seeks to offer a systematic process of identifying and solving problems as they occur over time. However, the greatest tasks of organizational developments are determining what techniques to use to make sure the organization continues to improve while fueling the growth of the organization (Koontz & Weihrich, 1990).