Organizational Development and Device Managment, List of Organizational Levels

Intervention using this model can include, at a minimum, social support and education groups for single mothers or groups that focus on improving financial situations for mothers in poverty. Each group focus is on a different struggle that influence everyday living for single mothers in poverty.

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.

One of the models that address organizational change and diagnosis is Weisbord's Six Box Model, which identifies six factors that need to be considered when diagnosing an organization. These six factors include the purpose, structure, relations, leadership in the organization, auxiliary and rewards to maintain a balance between the elements of the organization, both formal and informal. Purpose deals with the business that the organization deals with, structure deals with the division of labor, relations deals with how conflicts are managed in the workplace, auxiliary deals with the technologies available in the organization and how they are coordinated and lastly rewards deal with how the organization compensates those who complete their tasks. In this way, people and processes are in sync and a narrow scope isn't just taken into account. (Janicijevic, 2010)

On a micro-level, interventions focus on people’s social functioning as individuals, a member of their

Organisation Development is about ensuring the organisation has a committed ‘ft for the future’ workforce required to deliver strategic ambitions. It plays a vital role to ensure that the organisation culture, values and environment support and enhance organisation performance and adaptability. It also provides insight and leadership on development and execution of any capability; cultural and change activities.

In analysis Schuuck, Bell, and Bell (2012) the following authors offers a variety of designs that can help implement organization development. The organization development I believe is benifutal for the Robert F. Kennedy high school is the Special Interest OD Design. The following components is connected to the Special Interest OD Design such as; Training, Education Design, Constructive Confrontation Design,

The Proceed aspect includes implementation which can cause intervention and assess availability of resources and implement a health program. “The process evaluation determines if the program is reaching the targeted population, and achieving desired goals

There are elements of practice which can be identified as important factors for consideration when constructing interventions. McGuire & Priestley (1995) have outlined seven principles of effective practice:-

What post implementation and feedback mechanisms would you have in place to evaluate the effectiveness of the process? What measures would you use?

Organizational change is usually triggered by relevant environment shift, either internal or external, that sensed by companies and leads to intentionally generated response (French, Bell & Zawacki, 2006). This paper will discuss several organization development models..

Social work intervention is the practice of working with people in a different ways supporting them to become more independent. While working with P I had to develop a professional relationship using a person centred approach. Person centred approached (PCA) was developed by Carl Rogers (1961) and is psychodynamic approach used when working with people. For PCA to be effective there needs to be three main principles that are I had to use be understating, give unconditional positive regard and be genuine.

          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.

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

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.

Koontz and Weihrich (1990) Organizational development as well as management coincide with one another. Organizational development seeks to offer a systematic process of identifying and solving problems as they occur over time. However, the greatest tasks of organizational developments are determining what techniques to use to make sure the organization continues to improve while fueling the growth of the organization (Koontz & Weihrich, 1990).