Organizational Development

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.

Organisation development(OD) is a planned process of change in an organisation’s culture through the utilization of behavioral science technology, research and theory (Warner Burke, 1982). It also refers to a long range effort to improve an organisation’s problem solving capabilities and its ability to cope with changes in its external environment with the help of external or internal behavioral-scientist consultant or change agents (Wandell French, 1969).

Organizational development (OD) and implementing change in an organization can be a complex and challenging task. It is important to understand what Organizational development (OD) is and the change management approaches will work best with the organization and its people to manage change. In todays, globalize economy organizations experience rapid changes that managers have to be able to manage. I will discuss what organizational development, how to implement changes and different change management approaches. Compare and contrast OD and change management approaches categorizing when each approach is appropriate, advantages and disadvantage each have.

Learning can be defined as the acquisition of adequate knowledge and proficiency by studying or gaining experience or to become acquainted with something by observing it or by collecting information about it through different resources. The word organization is, however, derived from the word ‘organism’, where distinctive functions depend on each other. Whilst, an organization that is going through the process of learning and development reinforces and encourages its employees to learn new skills and expertise from the tasks they perform on a regular basis. Such organizations provide

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.

Organization development is appropriate in this company situation because the company is not moving in the direction of a growing company.

the nurse educator in an e-mail to the supervisor and program director initiates communication, and a phone or face-to-face meeting is scheduled. Another avenue is for the nurse educator to introduce the idea in a staff meeting. After discussion, the nurse educator plans to develop the idea, identifying factors both for and against the change.

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.

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).

After anticipating a need for change, it is necessary for the OD practitioner to enter the system in order to develop a relationship with the client. The relationship is important because it is contingent upon the accomplishment or disappointment of the OD program. The practitioner aim is to initiate open

These ten principles should establish the basis for all interactions while partaking in the change. When the OD practitioner has finished leading this intervention to a stage, the sole responsibility falls onto the principal. As this process is going to be a lengthy, ongoing change, these ten principles can serve the principal as a reminder how to manage any challenges that may arise.

Organizations become successful by being the best at what they do. In other words, how well the body develops the vision and mission of their organization. I believe the significances of being the best is the team’s approach to OD. some agencies fail to meet the demands of changes internally and externally. Business conditions do not remain the same year to year. Internal employee’s needs and working conditions also change externally, the costumer’s needs change from time to time too. The understanding of this and knowing how to develop one’s organization to meet the change leads to a successful organization. The CEO, to succeed in developing the business, he must have employee involvement and commitment. In other words, engaged employees from top management to the team leaders. The entire workforce must be aware of the vision and mission of the organization and the changes that will get them there. Organizational development is the thing that will get the organization to its goals and objectives. According to the textbook, “OD encompasses the long-range efforts and plans targeted at improving an organization’s talent to endure by changing the way it solves a problem and revitalize its developments. OD involves moving toward an adaptive organization and achieving corporate excellence by integrating the desires of employees for growth and development with organizational Goals” (Brown, 2011, p. 4). Not only does it take corporate events, but a corporate practitioner. “A person

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).

This paper will attempt to assess the strategies organizational development (OD) consultants can use to design and implement