Organizational Development Case Study

Another difficulty many Native American students are faced with is high absent rates. “In 2005 Native American eighth graders had the highest rate of absences of any race or ethnic group in the preceding month- 66 % of Native American students had been absent, and 30 % had been absent three of more times in the past month.” (Doak 37) It boils down to the fact that students need to be in school to succeed in school. These absences can be attributed to a uninviting school setting. Often times Native American students are overlooked in classrooms in favor of other students who are seem more likely to do well. A school environment that is unwelcoming can be a strong deterrent for any student. These students need to feel that their education is helping them, and that it is worthwhile.

To Entering and adjusting to college is often stressful on any student but for Native Americans it is often more stressful. The number of under-graduate students enrolled in college in the U.S. in fall of 2012, was17.7 million, Native Americans account for approximately .9% of the total population of college students. (U.S. Department of Education, 2015)On average, 57.5% of students who entered a four-yearinstitution of higher education in the United States in the year 2000 graduated within six years.Only 40.2% of Native American students who entered four-year institutions in that same year graduated within six years.(Crosby, 2011) Areas that can highly affect a Native Americans success at college are family support, structured social support,

Prior to this course, I had a general understanding of the history and colonization of Native Americans. Coming from a family that celebrates our Native American culture, I knew that it was my responsibility to accept and embrace who I was and share my knowledge with others. My family is from the Pine Point community of the White Earth reservation; growing up I was always sure to listen to the stories of my elders and understand the hardships that have taken place in my family. I have always tried to help and correct those around me who have incorrect preconceived ideas about Native Americans. Even though I have never looked the part of being American Indian with my Swedish bright blonde hair and blue eyes, I have never been discouraged to embrace my culture and be an advocate.

As an Indigenous Education Advisor, I’ve witnessed a shift in the commitment to educate non-Indigenous students about First Nation, Métis and Inuit people in post-secondary institutions. My experience in developing an Indigenous Awareness Week and conducting assessments to measure the learning outcomes of non-Indigenous students has led me to want to do research in this area. I would like to further look at long-term effects of Indigenous programming for non-Indigenous students to determine how to develop effective and valuable Indigenous programming in higher education. What attracts me to the Department of Integrated Studies in Education are the positive experiences and interactions I’ve had with students and professors from the department. Both Dr. Claudia Mitchell’s and Dr. Naomi Nichols’s research appeals to me and I believe can give a unique perspective to my work.

On behalf of the Office for Equity and Diversity at the University of Utah, we would like to express our gratitude for your generous contribution and support towards the American Indian Scholarship. Without the continued commitment of organizations and individuals like yourself, it would not be possible for us to continue to serve and provide our communities with scholarships that create educational and inspiring opportunities for all.

There were 266 Native American students at the University of Nebraska-Lincoln (UNL) and the total of students was 24,000 including other races. The Native Americans were severely unrepresented at UNL and this created problems for Native American students. They didn’t have enough people to form their own communities and several non-Native American students didn’t understand or know the Native American students. Most of non-Native Americans students had

Learning can flourish for a student when instruction is given in a nurturing environment that encourages multicultural viewpoints and builds bridges between cultures. According to Brown University, “Instruction is culturally mediated when it incorporates and integrates diverse ways of knowing, understanding, and representing information” (2017, para 1). This type of instruction creates a learning that is relevant to the students. Furthermore, implementing culturally mediated instruction is beneficial to all culturally diverse students and students from the cultural majority. However, the focus of this paper will mainly address the challenges that affect learning for Native Americans and the many benefits culturally mediated instruction has to offer this culture.

As America is known to be a diverse country it is hard to be accepted by society if people do not even recognize you by the culture difference. Native Americans today try their best in sovereignty to keep their culture alive passing it down to the younger generation but it is a struggle today and the background Native Americans have with Americans (Meza, 2015). Knowing of the struggles the students must face it makes them face to difficult choices not only for themselves but for their families. They would have to face reality that they might not have the chance to achieve in getting higher education to achieve their dreams. Many students must drop out for money issues and get a job early to support their families. This expresses that people miss the culture difference and how it effects the lives of the students (Faircloth, Alcantar, & Stage, 2015). Best way to demonstrate is like a human going to Mars and having to live there with other lifeforms, if there were any, basically for Native Americans it is like a completely different world to be in when they leave the reservation. It makes it hard for the Native American student to connect with other students from different backgrounds and eventually not just ruining them socially but even academically making them drop out (Faircloth, Alcantar, & Stage, 2015). This kind of situation cause stress to students to try to be

The “Chris Peterson at DSS Consulting” case discusses the events that took place during a structural change of the organization. DSS consulting was established in the late 1990’s three school district administrators, who had already retired. The main purpose of the company was to offer administrative support services to small school districts in Mountain West and Mid-West regions. The main areas of specialization included handling labor agreement negotiations and the implementation of solutions to permanent systems to enable smooth and efficient running of operations in the organizations. DSS Consulting experienced

When entering Target as an external consultant many different steps will need to occur in order to create an effective action plan. The organizations readiness will determine if the change will be adequate. The problem needs to be pinpointed and the appropriate level to initiate the change has to be inscribed. In order to communicate the progress of the change feedback is a necessity. When all of these steps occur in the proper procedure a prosperous change will occur.

The key details discovered over the past four weeks was plenty with respect to the Great Hope Church. The use and establishing an Organization Development Practitioner to implement change and strategy to move forward and add growth to the church was established. The first detail was the entry process of who would be the Organization Development agent and whether or not the agent would be an internal or external agent. Secondly, the contracting process was essential, which determined the methodical approach to use for implementing changes. This process of course needed research or data of company to determine the right or correct approach to use to encourage change. Also, evaluating the processes is and was the up most important detail with recognizing the best intervention to conclude with, with having an understanding of the best approach for implementing changes in a company in the future.

Organization Development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency, and/or to enable the organization to achieve its strategic goals (2015, Wikipedia).

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.

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).