Organizational Development : An Organization

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.

Organizational Development: Ensure that the entire organization has the capability to scale for growth. This will include:

The first goal of stage three is to solidify positive relationships between members. The second goal is to engage in more mature negotiations about group roles and organizational procedures. Once the three are stages are worked through the n the fourth stage, Work (Wheelan, 2013), can be accomplished. Wheelan (2013) identifies the fourth stage as a time of intense team productivity and effectiveness. This is the stage that is the result of creating the effective team. Once the four stages have been identified and understood, Wheelan (2013) goes on to elaborate on how a group leader can keep the team effective. Wheelan (2013) speaks of 10 keys to productivity (goals, roles, interdependence, leadership, communication and feedback, [discussion, decision making and planning], implementation and evaluation, norms and individual differences, structure, cooperation and conflict management). Wheelan (2013) also shares the ways that group members become effective team members (don’t blame others, support the leader, promote effective problem-solving, etc…) as well as how a leader can be an effective team leader (be direct and confident, involve members in leadership, adjust your leadership style to the group, etc…). Finally, Wheelan (2013) highlights effective organizational support for teams, which includes an organization support checklist.

In the third stage the norms in group are formed, team is adapting to the leader. Positions and roles are clarified and the team move forward, they participate

Parshah Balak tells of blessings and curses and discusses the story of Balak and Bilam and how they partnered in an attempt to curse the Jewish nation.

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.

STAGE 4, discussion of strategy options: This is when the team brainstorms possible interventions for the student and decides and best intervention(s). For example, modification in behavior management. The

          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.

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

The Woodson foundation needs to understand all five stages in order to be successful. The stages are a useful framework for understanding group development (274). If they understand the five stages they eventually achieve their goal. Each stage plays an important role in the project. A understand of these stages promotes cohesiveness and measures progression. Once they look back from stage 5 to stages 1&2 they realize how the differences became similarities for the common goal.

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).

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 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

Breath in through your mouth and out through your noise and some might say breath in your noise and out through your mouth to keep less germs from coming in but, I had my own technique. Breathing In through my noise and out my noise was my strategy and it worked every single time. This is the technique that gave me my passion, this is the technique that gave me part of my description, this is the technique that gave me part of my identity, and this is the technique that made me who I am today.

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.