Organizational Development : A System Wide Application And Transfer Of Behavioral Science

Classical organization theory evolved during the first half of this century. It represents the merger of scientific management, bureaucratic theory, and administrative theory.

The concept of training and development is the general idea of training and development and employee performance. In the dynamic environment that is the world of business, to never become obsolete the company has to first recognize that its greatest resource is its human capital and the

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.

Training and development are important because without it the organization will not move forward due to the employees not moving forward. The training starts as soon as the individual is being interviewed. There are questions, answers maybe a personality test to confirm that the individual has the right vision and ethical background as the organization. If the individual does not match then the organization may not hire that person.

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.

Organizational Development (OD) is an approach to improve efficiency and effectiveness within an organization. While historically OD has been practiced in a planned way( (Bushe et al, 2015, p.xv), but with changing times OD consultants believe that instead of using a linear, top down approach, practitioners should use a holistic and humanistic approach…

Training and development imply changes, particularly changes in knowledge, skills, attitudes, or social behaviors, and although many strategies exist for effecting change, training and development are common and important ones. Organizations exist everywhere and with each organization it has its own set of objectives to function effectively. To have an organization function effectively, the organization must subdivide its overall objectives into various jobs. Jobs differ in their requirements, similarly, people differ in aptitudes, abilities, and interests, and along many other dimensions. Faced with such variability in jobs and their requirements on the one hand, and with people and his or her individual

Organisational development is often seen as being the more conservative approach, as it develops the organisational structure through an extended period of time. This approach has an emphasis that

Organizational development can be defined as any situation in which two or more persons are involved in a common pursuit or objectives. (McLean, 2009) It is a process that applies a broad range of behavioral science knowledge and practices to help organizations build their capacity to change and to achieve greater effectiveness, including increased financial performance, customer satisfaction, and organization member engagement.(Republic, 2012). Organizational development also can be defined as a systematic process of unleashing human expertise which must be supported by the top management. Organizational development is very important subject matter to the organization. It is a strategy to enhances the effectiveness and of

Organization development is quintessential to an organization’s success as it is purported to improve an organization 's ability to manage change through effective and collaborative relevant stakeholders of organization culture. Organization development is defined as a system wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures and processes that lead to organization effectiveness (Cummings & Worley, 2009, p. 2). Furthermore, Cumming and Worley described organization development intervention as a sequence of activities, actions, and

          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.

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

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.

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).