Organizational Development Is A Strategic Tool For Employee Performance And Retention, And Methods Of Communication

Intro: Here I'll site the numbers on employee engagement and how it's costly to employers. Introducing Brandon, I'll go over ways to identify key problem areas within the workplace. Next I'll unpack actionable items (with Brandon's expertise), using health benefits as a catalyst to boost employee engagement.

3.1 Explain why employee engagement is an increasingly vital dimension of HR polices, strategies and practices

Employee Engagement: It’s a known perception that an engaged workforce provides many intangible benefits that is linked directly to retention. HR policies should focus on employee engagement initiatives that stimulate motivation levels of employees to perform better and bond with organisation. This process should be initiated right from induction and continue throughout their tenure by opening channels of continuous communication and encouraging interpersonal relations. HR is responsible to incorporate methods to measure engagement and at regular intervals track engagement contribution to company’s success.

Strong inter-relationship between internal change agents, the fellow employees and clients can help in the understanding of the result gathered in the earlier steps. This is important as the failure to establish a common frame of reference in this relationship will lead to faulty diagnosis or to a communication gap whereby client become unwillingly to believe the diagnosis. By using internal change agents, organisations are more likely to have the trust in the diagnosis as compare to external change agents because internal change agents have the more sense of ownership to the OD as compare to external change agents.

Vorhauser-Smith, S. (2013, August 14). How the best places to work are nailing employee engagement. Retrieved 11 June 2013 from

The purpose of this paper is to drawn knowledge gained during this capstone class and classes that have been taken during this degree program. The concept chosen, that is to represent key concepts, related to the key knowledge areas in Human Resources is Employee Engagement

As Gallup measured in their research that there is still an overwhelming number of disengaged individuals in the workplace, which has cost the organizations in the United States at an enormous amount of about 300 billion dollars annually (Gallup Consulting, 2006). Certain programs are initiated in different workplace to embed employee engagement. Personally, apart from the traditional motivational factors of financial and non-financial incentives to increase employee morale and active participation within the goals of the organization; it would even be more remarkable to come up with innovative practices that would be unique to the organization and meet the demands of the business.

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

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

As leaders incorporate these practices and behaviors, it is critical to be mindful of how we go about processing change. A key learn from the Organizational Development module was planning changes, processing, engagement, and training of staff is critical for a positive outcome. Understanding how employees react to situational changes can prevent an otherwise bad outcome if not handled appropriately (Burke, 2011).

The success of any organization is a process of constant growth and it depends largely on the people that make up the organization. The dynamic environments of organizations and demands of rapidly changing environments have added enormous pressure for organizational leaders to adopt a series of planned intervention strategies (Cummings & Worley, 2015). These interventions aim to enhance the effectiveness of the organization and the well being of organizational members. The interventions of management aim to change the culture of an organization as well (Reus-Smit, 2013). Organizational development is a planned process that focuses on the entire organization. Organizational development is a process of constant change that makes it

Lastly, team interventions assist leadership in escalating new change processes that are vital for the existence of the organization. Organization development exists for the purpose of retaining valued employees by investing in their training which can involve reframing and correcting misperceptions, especially within and between teams. The involvement of an OD practitioner in

Certain activities need to be undertaken to initiate and manage change. The first activity is motivating people to change. People will be ready to change only when they feel there is need to change. People can be made aware of this change by sensitizing them to internal and external pressures for change, revealing discrepancies between current and desired state. Resistance to change can be tackled by communicating sufficient information regarding the change and outcome of change to the members of the organization. Organization members should also be directly involved in planning and change strategy.

Organizational development is one of the most common yet most important terms in HRM and organizational behavioral studies. During this course, various strategies for developing diagnostic skills to identify OD issues, problems, and opportunities have been taught. However, it is important to understand how these skills can be applied in practical life, in order to understand their practical implications of this theory. Organizational development is a complex process with various definitions. One of the current definitions is "Organization development is a system wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of strategies, structures, and processes that lead to organization effectiveness" (Cummings and Worley, 2005, p. 1).

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).