Organizational Development Paper
Jane Doe
PSY/428
October 24, 2011
Instructor
Organizational Development Paper Organizational development is crucial to building a strong organization. Change in organizational mission, change in the economy, and change of inner structural changes can organizational mission, change in the economy, and change of inner structural changes can necessitate organizational development. When these changes occur, businesses seek outside organizational assistance. According to Jex and Britt (2008), organizational development is the implementation of programs, techniques, and methods that work together to enhance individual performance and organizational improvements. This paper will highlight
…show more content…
To increase the effectiveness of proposed changes and improvements, organizations use multiple scientific methods and techniques. For change to be successful management must develop political support. This support is necessary because to initiate change management must have political power within the organization and outside of the organization. This power is often necessary to ensure a smooth transition during the development process (Authenticity Consulting, 2011). Organizational development of a business may appear to be an extensive and complicated process; however, given the right conditions the change can be almost seamless. To have successful change a crucial component is communication. Another condition that would assist with successful organizational development is preparing and conditioning employees for change. This is an area where communication is pertinent. A business that has effective communication with employees’ with clients and with stakeholders will have an easier transition. It is important for employees to understand the changes taking place, why the changes are taking place and the role he or she has in the transition. Aside from communication, another crucial component necessary to ensure change is support. Without support, change would be impossible. Support from management is especially important because
Change involves a movement from one stage to another; communication is a primary and most important tool for change. Organisational change may occur due to organisational culture, values, people and behaviours. Therefore, human leadership plays main role in making change a success one. When there is a change leader needs to make decision about who you must communicate, when you will communicate, what need to be communicate, when you will communicate and how you will communicate.
In order to successfully and effectively implement change all of the employees should have a good understanding of how the changes will benefit the organization, their positions, and how it might impact their routines. To many employees the implementation of change is not always properly communicated, and the process of change on paper as it is being implemented can be threatening as well as confusing. Also, the people behind the scenes making the changes may not have taken specific details into consideration regarding effective changes that perhaps the employees
Management must espouse coherent strategies and persuasively convey them to the employees to successfully communicate the change vision within an organization. Also, the organization should query employees to conclude the superlative mode of communicating with the team. It starts with leaders considering their previous methods and determine if they need modification or enhancement.
Some of these models are very rigid, and orderly, such as the quasi-military style model, where the organization functions much like a military unit, such as the swat teams do, where battle dress uniforms are worn and military style tactics are employed for all training, this style of policing is more widely accepted at the local and state level of policing.
Many business use the agile organizational methodology. As they require the ability to remain flexible, enduring ever-changing requirements. The agile organization develops more mission-critical, high-profile systems. Sharing responsibility within small teams (of 15 or less) is also a main principle of an agile organization. Never is a hierarchy design operational in the agile organization, as the group possess the ability to over ride decisions made by management. The agile type of organization displayed itself over time as an entrepreneurial type of organization providing the high-speed changing rather than the standardization of a bureaucratic organization (Johnson, Jackson, & Burrows, 2011).
Brief surveys are conducted on a regular basis by the customer service department to ensure quality is consistent throughout the organization. The Federal Drug Administration (FDA) conducts audits of all manufacturing sites to ensure the proper goods manufacturing practices are followed. The FDA also reviews all standard operating procedures (SOPs) relating to product manufacturing and handling.
Management personnel must realize that there is not any one approach that works for everyone or every situation. Regardless of approach chosen, it is important to make sure that employees are aware of what is required of them and that their involvement is essential to organizational change success. Teams consisting of employees and management need to communicate and interact to adapt to and overcome obstacles that can hinder or sabotage the change process. A collective learning environment in which employees and managers can work together is beneficial to identify process errors or flaws that can present themselves during change implementation.
The University is a state institution that receives a portion of its funding from the State of Missouri. Over time, funding from the state has decreased. This year alone, Southeast is facing a budget cut in excess of 4 million dollars. With that said, Southeast Online is completely self-funded. Students who take an online class are charged an online course fee. Additionally, students who are enrolled in an online degree program, pay an online tuition rate. Southeast Online is funded through a portion of these fees. While budget cuts are substantial overall, their direct impact on Southeast Online has been related to challenges with adding additional staff due to hiring
When it comes to business as any organizations it requires a structure, based on the resources and demands organization can changed or modify their structure. The most common two structures are vertical and horizontal structure which we see every business organization in global market (Bateman & Snell, 2011). In today’s any business organization theirs and important trait is not only the structure, it is the functions within the organization. An organizing function in management highlights the practices individuals use to interact and work with each other. There are many business organizations that are very successful in their own
with it. The manager has a responsibility to facilitate and enable change, and all that is implied
According to Mindtools.com (2013), communication is very significant in this process. The manager has to set the open communication, clarify the benefits of the change, answer questions honestly, and manage the problem presently. In addition, the manager should empower the employee involvement in the change. Thus, it will improve the morale of the organization. Lastly, the manager should create a short-term goal to encourage the employees in this process.
Time and communication are the two keys to success for the changes to occur. People need time to understand the changes and they also need to feel highly connected to the organization throughout the transition period. When you are managing change, this can require a great deal of time and effort and hands-on management is usually the best approach.
When dealing with the change process, the role of the individual is the acceptance of altering the day to day operations while using the solutions of change. The employees are in charge of controlling the changes and alterations in their particular division or area. The employees also act as the main source of feedback regarding the changes as they are on the “front line” and see all of these changes first hand.
A key emphasis of organizational development is assisting clients not just in meeting their goals but with learning new problem-solving skills they can use in the future (Organizational Development, n.d.). Although the field of organizational development is broad, it can be differentiated from other organizational change approaches by its focus on identifying the behavioral interactions and patterns that cause and sustain problems (Organizational Development, n.d.). Consequently, rather than simply changing isolated individual behaviors, organizational development efforts are focused on creating a behaviorally healthy organization that will instinctively anticipate, solve, and prevent problems (Organizational Development, n.d.). Organizational development recognizes that the relevant behaviors of individuals in organizations are typically a byproduct of the influences of groups therefore it is aimed at transforming thought and behavior throughout the organization (Organizational Development, n.d.).
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).