Organizational Leadership and Development

The group submission for this week is a summary of five topics from Resilient Leaders that relate to Organizational Management and Leadership. The narrative concludes with three scriptures that group four feels sum up the responsibilities of a leader.

In this article we can see that different disciplines can be combined for a more effective organization development and management change of thinking.

Organizational Development (OD) is an approach to improve efficiency and effectiveness within an organization. While historically OD has been practiced in a planned way( (Bushe et al, 2015, p.xv), but with changing times OD consultants believe that instead of using a linear, top down approach, practitioners should use a holistic and humanistic approach…

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

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

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..

This report is to provide the ways in leadership and learning through organisational learning theories and examples of organisational, social and personal areas. Reflection of organisational theories to the leadership and learning is the main issue of the report and it will help to understand how the organisational theories will work in real circumstances.

The aim of this report is to use key elements of the management development cycle to evaluate critically the claim that the effectiveness of leadership and management development is dependent on the organisational strategy. In this case, the report provides a clear discourse on the reasons the effectiveness of leadership and management development must be aligned to organisational strategy.

According to Caughron, Peterson and Mumford (2011), recent research indicate that the effect of training on several creativity related outcome variables. In order to enhance creativity, HRD interventions are required. HRD is often described as the activities such as training, learning and education to improve people’s knowledge, skills and capabilities (Carbery and Cross, 2015; Ruona, 2016). The importance of knowledge and learning is proved by many studies. McGrath and Powell (2016) identified the importance of skills for promoting sustainable development. Neoliberalism have been encouraged unsustainable development, thus post-productivist vision is required for the sustainable development (McGrath and Powell, 2016). Tjepkema, Horst, H., Mulder (2002) identified that the role of HRD is facilitating and supporting learning opportunities at both organisation and individual levels. HRD interventions can contribute to employee development, improving job performance, problem solving, and organisational performance development.

“Change is the law of life. And those who look only to the past or present are certain to miss the future” said John F. Kennedy in 1963 when talking about a potential collaboration between Germany and the United States. Taken out of the historic, political context and put into a modern organizational context, his wording is still valid. He hereby phrased in two sentences, what countless researcher and authors tried to describe in their work elaborating on organizational change and the corresponding management styles.

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

Within modern business practices continual evolution is essential for long term organisational outcomes. With economic pressures, a growing demand for perceptibly social and environmental responsibility and an increasingly focus towards international and worldwide trade, modern organizations are confronted with an almost constant need for change (Waddell, Cummings and Worley, 2007). Thus it is important for leaders to have a sound understanding of change issues and theories (Waddell, 2002). Organisational development (OD) is described as a systematic application of behavioral science knowledge to

As an entrepreneur and performance management graduate, I always dream of building a strong organization, which can perform effectively and efficiently in such dynamic environment and enable to achieve its strategic goals. To strengthen an organization, it must begin with individual capabilities that help to develop organizational excellent performance. Also, to achieve better performance, an organization must be able to adopt changes in creativity in technology and human resource knowledge. Therefore, studying organization development will enhance my knowledge in improving my organizational performance. It will benefit my organization in term of continuous improvement, increased communication, employee development and increased profits.

In recent literature, more often than not, transformation of an organization tends to deal with both structure and people aspects of change, is seen as a more radical form of change and is often a product of organizational survival initiated from either an internal or external source (Fletcher, 1990).

Having been through this course studying, organizational development. Looking back at organizational development principles that I can use in the future. There has been a great understanding of this topic. One thing that I have developed and understood is that organizational development is here to stay and in order for organizations and business to survive we must learn to adapt to change in the global economies. The following literature that will be applied will be an excerpt of my personal ideals, of how I will use organizational development processes to develop new ideals, new principles that will guide me