Organizational Development (OD)

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 conclusion, the dominant purpose of this article seems to be to convince the reader that the OD practitioner-scholar has not used his position to bring the required change to the relationship that has existed between theory and practice in organization development. Most of the evidences and references were focused on achieving this aim. Considerations for other contributory factors were noticeably lacking notably the contributions of Argyris and Schon, Bartunek (2008).

          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.

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

Organizational Development (OD) has become more and more important for today’s organizations because the world is moving so fast that organizations have to find ways to be more effective, more innovation, more customer-driven, and more agile. Cumming and Worley (1997) define organizational development as “a process that applies a broad range of behaviour science knowledge and practices to help organizations build their capacity to change and to achieve greater effectiveness”. Therefore, OD will help organizations understand how people act to change and which change methods can work with the resistance to change that usually occurs in organizations undergoing change. In the study of organizational development, it is

Design management is cross functional work that has become very important in today’s highly competitive environment. Management design is among the key strategic activity in many organizations that makes a foundation on which organisation’s operations are built, including the very important activities such as managerial hierarchies and grouping of the workers. Management design shows the business leadership structure setting forth lines of authority and the reporting line in the business. Such a design is very important because it enables different stakeholders to understand their role in the organisation. A well designed leadership structure helps to curb leadership wrangles which can adversely affect the running of organisation. Without clear management design, employees in the organisation are likely to get misguided or confused. To avoid such mistakes, it is very important to develop an effective management design that guides the employees. In addition, it is only through a very effective management design that an organisation develops a culture recognised by the executive, management, and the employees. Management design put in place by a company can have a long lasting effects on the company’s culture. For example, creating managerial hierarchy and grouping of employees in different departments significantly affects how the employees interact with each other which can form a part of organisation’s culture. Managerial design can dictate the employees who solve complex

Organization development addresses four areas in a company that are the organization’s system, its technology, company processes, and its human capital (DeCenzo & Robbins, 2007). In a world with ever changing demands, an organization must be able to adapt to changes and employee development is the partner of organization development that allows this to happen. These two areas work together to ensure a company can meet the current and future human capital needs.

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

There are many different factors, that when combined can allow for an organization to run effectively and efficiently. One of the factors that take a large part in an organization’s success is organization development. This method focuses on the “human and social aspects of the organization as a way to improve the organization’s ability to adapt and solve problems (Daft, 2013). Throughout organization development, there are strategies or tools that can be used to implement change. It seems as though today, change is inevitable within any organization in order to be successful and remain competitive. The role of managers during times of change is very important and directly affects the organization’s success during the change. The role that managers take in an organization can also affect the organization’s ability to perform well and meet the needs of society. The purpose of this paper is to define and describe mechanistic versus organic design, designing organizations to achieve both efficiency and effectiveness, to define and discuss organization development, the role of managers in shaping organizations to perform well and meet the needs of society as well as tools that can be used to adapt to the changing environment.

One side that will impact the organizations output when using the managing up method is individuals, social, and cultural perspectives. It is up to the organization to answer questions raised by these perspectives. Here are some examples of questions that need to be addressed. “How will existing people fit into the design? How will the design affect power relations among different groups? How will the design fit with people’s values and beliefs? How will the design affect the tone and operating style of the organization?” (Nadler, 1997) When an organization can answer these questions they will be able to realize a great amount of success. The organization will then realize the true positive impact on organizational output by using the managing up method.

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

Working together may be crucial since the individual functions of these two departments are not the same. The most important function of Organizational Development is to align the mission, values, and culture of the entire organization to create partnerships between employees and management. Their emphasis is on connecting the employees and departments to work as a team by instilling the company’s main beliefs. Many employers feel employee development should be the full responsibility of Organizational Development because of their specialized skills and training in talent management. They feel this strategy should not be HR’s responsibility because Human Resources main

Organizational development is having the competence to recognize where a company is at currently and the vision of what a company could evolve into. OD is giving the company the tools to make it successful in the long run (Brown, 2011). Before this class I did not understand all the concepts associated with OD or how they could benefit me in the future. I now will be able to develop diagnostic skills to identify OD issues, problems, and opportunities; acquire the ability to apply OD knowledge to organizational situations, and identify organizational situations that require professional assistance, thus achieving my personal and professional goals.

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD

Organizational development emphasizes planned approaches to changing or improving organizational structures and processes in an attempt to maximize organizational effectiveness (Organizational Development, n.d.). By aligning organizations with their rapidly changing and complex environments organizational development is able to solve problems and help organizations reach their goals (Organizational Development Theory, n.d.).