Reflection On Organizational Development

Cummings, T. G.; and Worley, C. G. (2015). Organization Development and Change, (10th Ed). Mason, OH. Cengage Learning.

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.

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…

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).

Learning and Development (L&D) is considered a significant function of the Human Resource Management (HRM), which is related to the activities performed in an organization, which aim to enhance and advance the performance of the group of employees and the individual employees in the considerable settings of an organization. This essay discusses the key issues that occur during the process of Learning and Development (L&D) and elaborates a literature review based upon the findings of Learning and Development (L&D). This essay is designed to encourage strategic thinking about learning, development and knowledge creation and management, and provide basic of understanding regarding the contribution of Learning and Development (L&D) in the field of Human Resource Management (HRM).

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

Social intelligence has been defined as the ability to understand and manage other people, and to engage in adaptive social interactions like making them to get along with you. Social intelligence entails a person's awareness to a situation and the social dynamics that accompany the situation and the knowledge of the strategies and interaction style, that, he/she can use to achieve the desired objective while dealing with others (Bob, 2008).

Annelise Larson is a passionate Organization Development (OD) professional who obtained her Master of Business Administration degree from Saint Thomas University in 2011 (A. Larson, personal communication, October 8, 2014). She has been employed by Tennant Company, a global manufacturer of industrial and commercial cleaning equipment for nearly three years; her role at Tennant Company is a Sr. Organization Development Manager who reports to the Sr. Vice President of Human Resources. Prior to her employment at Tennant Company, Annelise lived in Chicago, where she was employed as an external OD Consultant for five years at a human resources consulting company (A. Larson,

The CEO of Blue Cloud Development, Shel Skinner, is troubled by the performance of his organization and seeks alternatives to the current methods of operation that may help to improve the cycle time for the release of new software products. Locating a new methodology that he believes will reduce the cycle time, Mr. Skinner hires consultants and implements the new methodology. A year into the implementation, he asks his software engineers their opinion of the new methodology, and is disenchanted when he hears that the opinion of the methodology is

Organization development is quintessential to an organization’s success as it is purported to improve an organization 's ability to manage change through effective and collaborative relevant stakeholders of organization culture. Organization development is defined as a system wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures and processes that lead to organization effectiveness (Cummings & Worley, 2009, p. 2). Furthermore, Cumming and Worley described organization development intervention as a sequence of activities, actions, and

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

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.

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 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).