Organizational Development

Organizational structure has been set up to facilitate all goal achievements. It is a way to motivate their employees and get them to work together. It also helps its employees to follow the organizations goals, and work together as a team. In order to do this, they need to have an organized structure to be able to run the company smoothly. A main foundation of every organization is to post their mission statement and goals everywhere so that their employees can see them. An organizational culture can consist of common shared beliefs and values that are established by the organization’s leader, and then communicated and reinforce through various methods, this helps shape employee perceptions, behaviors and understanding. Overall, organizational structure and culture can effect progress of many organizations in a positive and negative way.

As an Organizational Development Practitioner, there are several phases to conduct their job obligations; such as: the consulting phase, and the entry phase. Therefore, both are needed for the OD practitioner to become productive and beneficial for the client (s). The first step to the entry level is to describe the services that will be offered to clients, and inform the clients of the expectations and any potential delays that may occur while exchanging services, and give the clients a survey and to help determine their needs and concerns. Based on the research collected during this phase, and knowing the needs of the clients, sending a brochure so there

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.

At the core of every successful organization lies that specific organization’s application of the basic principles of organization development. In the book written by Carter (2004) entitled Best Practices in Leadership Development and Organization Change, the concept of organization development was defined as an organization-wide effort and conceptual initiative intended to increase an organization’s viability and effectiveness. In most cases, organization development is described as a change initiative and educational strategy aimed at changing the values, beliefs, attitudes, as well as the structure of an organization for the betterment and improvement of the overall firm’s

Many corporations seek out organizational development (OD) professionals to help eradicate an issue. Target is a major retail giant that could use the help of an OD professional to implement change to protect their customers. An intervention could help this company if it is evaluated to be effective. A continual learning approach would also be an asset to Target to help form an organizational development cycle. To help embed the new practices proposed by this intervention a change leadership plan must be established. Once the intervention is complete Target will also be given the option to adopt some of the best practices to aid in the success of the company. Throughout the course my organizational development intervention project has provided a tremendous amount of useful information, but has also lead to areas in which I need further development. An OD intervention is a challenge process that can change a company from borderline defeat to victory.

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.

In the current dynamic global market, corporations are tasked with meeting the challenges of staying competitive, relevant and profitable. As the demands of innovations begin to move at a quicker pace, many corporations find themselves looking for answers to address the needs of the business with regards to overall profitability. Companies have turned to learning and development, or as many scholars have called it Organizational learning to address performance management. Teaching the corporation new concepts and ideas are not always an easy task and is often fraught with issues. It is important to note that the workers or non-management employees in a corporation play a significant role in its success. The manner in which learning and development are approached with employees must be considered if a corporation is to successfully implement Organizational learning strategies. In many cases, non-management employees in any corporation accounts for the largest sector within the corporation. Therefore, paying keen attention to this sector of the population will make a difference in the outcomes of the learning programs that will certainly affect the performance of a corporation. This essay will explore the different facets that a corporation must consider effectively moving towards learning and development with regards to non- management employees that will positively impact long turn organizational learning which will ultimately affect the overall performance health of a

development of several performance and speaker contracts. This ensured the quality of programs such as the UT vs Kentucky football halftime show performers.

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.

There should be a distinction between the change occurring for the group and the change for the organization. Though both may go through similar activities, a more vigorous change process should be used for the group. If the change breakdown can allow for small change amongst collaborating individuals, there will be overarching change can benefit, such as increased customer satisfaction. The change model presented relies on a sophisticated feedback loop system and acting on the feedback is what brings the cyclic movement. The 7 steps (see appendix 2) will provide accountability, priorities, drive, and milestone management. The approach would begin with enabling a competent leader to lead the organization. If considered

Organization development is an important asset. It promotes a healthy environment and ensures that processes are successfully implemented. Failure to utilize

In the Rothwell book, Practicing Organization Development, a clear message emerges about the importance and the value of building relationships with everyone in the organization. Knowing everyone’s name, and showing respect for everyone in the organization is key. If you are going to move an organization forward, you have to listen to what is being shared and build on the past successes of the organization. By honoring the past, it is creating an atmosphere of trust and helping the relationships become stronger which in turn makes the organization stronger. You must appreciate the work staff has done in the past and understand the work they created was done with good intent. Decisions were made at the time to improve the organization, honor the decisions and look to the future state and how it can be improved upon based on the current reality.

An organization is determined by its value and behaviors that subsidize to the exclusive culture and principles environment of the organization, which includes the organization’s philosophy, expectations, practices, and norms that hold the structure together and expresses the society’s image with internal relationship, external influences, and future planning. At the same time, rules, beliefs, attitudes, and customs have been developed over periods and become the shared culture within the organization that illustrate in the ways of conducting issues, how they treat employees, consumers, and the community.

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).