Productive Behavior

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.

Two ways that a supervisor can promote productivity improvement for staff members is to provide employees with the necessary resources to effectively perform their work duties and to foster a work environment of open communication and trust. If a supervisor can provide the necessary training and resources to maintain employee training, employee productivity would maintain at a constant rate or productivity would improve. Well trained and knowledgeable employees translate into a productive work environment. Employees that are well versed in their roles and have the necessary training and resources are more effective and productive within their work environment. An open communication environment would also help employees maintain or increase productivity. If employees feel like they have a voice or their opinion matters, employees tend to be happier within the workplace. If a supervisor’s team of employees is unhappy or feel like there are no open lines of communication, quality of production may suffer or decrease. A supervisor could potentially promote productivity improvement whining his or her team by providing the necessary resources for success and maintain an open environment of communication. Both providing necessary resources for success and open lines of communication promote improvement and maintain higher levels of

The first step in driving the necessary change within the organization is to secure an outside consultant to serve as a change agent. The change agent will facilitate and guide the organizational development (OD) through process consultation intervention. In this process, it will be necessary to identify sources of resistance through Force field analysis. Once the sources are identified, one-on-one meetings and group meetings will be conducted to educate the employees on the changes and the reasons why change is necessary. This step will find the management team working to re-define the vision of the organization. As part of motivating the

This paper seeks to review the five phases and other key elements and outcome expectations with the purpose of providing clarity to the organizational focus. It then demonstrates some of the implications and accomplishments

The first step in driving the necessary change within the organization is to secure an outside consultant to serve as a change agent. The change agent will facilitate and guide the organizational development (OD) through process consultation intervention. In this process, it will be necessary to identify sources of resistance through Force field analysis. Once the sources are identified, one-on-one meetings and group meetings will be conducted to educate the employees on the changes and the reasons why change is necessary. This step will find the management team working to re-define the vision of the organization. As part of

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.

Employee Behaviour Works Cited Missing Introduction To organizations, humans are wonderful resources, because they are compact and multi-purpose, capable of simple manual tasks or dealing with complicated machines. However, there is a problem - how to get employees work effectively and productively? Is their behaviour just a reflection of individual differences?

One of the ways that this is ensured is for the product quantities to be produced with little or no errors regarding the required quantity of product needed. Items such as employee absenteeism, for example, severely affect required productivity levels, and therefore it is important for organizations to understand the process of organizational behavior. It is possible that once a corporate entity understands organizational behavior, it can lead to organizational development which would in turn result in organizational

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

To date many research has been carried out with this focus on the relationship of the counterproductive behaviors with job performance, satisfaction, justice, turnover intention, leader-member exchange, well-being etc., When organization fail to behave in accordance with the procedural justice (that reflects the fairness that is perceived by the individuals on the organizational procedures), distributive and interactional injustice in line with reciprocity principle then the

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).

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.

Organizational behavior is the behavior of individuals, either one or a group. It is not the behavior of an organization, but rather the behavior of the people in an organization. This can be anywhere from a family at home to a church to a work group within a company. Some of the challenges that make behaviors challenging in today’s workplace are high performance, ethical behavior, productivity improvement, technology utilization, quality, diversity, work-life balance, and the global economy, (Schermerhorn, 2003, P. 1).

The study of Organizational Behavior (OB) is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behavior of an individual. There are no absolutes in human behavior. It is the human factor that is contributory to the productivity

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).