Success through Organizational Development
BUS 370: Organizational Development
Heather Strouse
June 27, 2011
Success through Organizational Development Organizational development is a learning tool that can be utilized not only for professional success but for personal success in life as well. This particular tool or resources deals directly with change and who to best deal with the changes in order to produce a good outcome for all involved. Our text teaches us that, “Organizational development (OD) comprises the long-range efforts and programs aimed at improving an organization’s ability to survive by changing its problem solving and renewal processes,” (Brown, D.R., Harvey D., pg. 3). Making adjustments in the areas of
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If or when this happens several other problems can arise and opportunities for resolution or missed; learning opportunities are missed as well. My OD specialists have actually been a group of capable individuals; ranging across a wide spectrum from parents and spiritual leaders to managers and friends. My Pastor was one of the persons that influenced me to change my perspective on obtaining my degree. This is a specific goal that may seem minuscule in the grand scheme of things but it relates to organizational development through large segmented change. Changing my perspective of being able to achieve the goal and the after effects of what this goal means to my professional life are both large scale. While having the skills to identify the issues and the problems is essential; I must also have the skills to determine the opportunities. Opportunities to use organizational development can easily be overlooked because most opportunities are deemed to be something positive. And because the need for organizational development maybe viewed as negative, I may overlook the fact that it’s needed. An opportunity to improve performance is a great way to learn and a great way to develop long lasting practices that will assist throughout life. Seizing the moments where there is an opportunity for betterment will build my skills in the area of problem solving. Being a good problem solver will certainly assist with success in life
To organize and prioritize the current and future projects in the pipeline in a way that fits into the PMB budget of $5B, and ensures projects that increase sales, growth, and stockholder value are of top priority, whereas projects that are not beneficial are either put on hold or discarded.
HRM 587 Discussions 1 Week 5 Organizational Development Theory and Practices-All Students Posts 20 Pages Managing Organization Change
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.
Cummings, T. G.; and Worley, C. G. (2015). Organization Development and Change, (10th Ed). Mason, OH. Cengage Learning.
Organizational development (OD) and implementing change in an organization can be a complex and challenging task. It is important to understand what Organizational development (OD) is and the change management approaches will work best with the organization and its people to manage change. In todays, globalize economy organizations experience rapid changes that managers have to be able to manage. I will discuss what organizational development, how to implement changes and different change management approaches. Compare and contrast OD and change management approaches categorizing when each approach is appropriate, advantages and disadvantage each have.
Health care organizations that choose to convert to an electronic medical record system (EMR) have several advantages; most important it increases patient safety, efficiency, cost-effectiveness and security. Accepting such a transition also presents with its share of challenges like preparing for the required significant time obligation and resources that will make the transition a successful one. Leadership and management must create an atmosphere that will get the buy-in of all stakeholders. Providing information about the process and what methods will be best to make the conversion to an EMR system is an important aspect of the implementation
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
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
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.
An organization’s capability to learn and convey that learning into action quickly, is the supreme competitive advantage. The learning organization is the structure that eases the realization of such competitive advantage, it empowers employees, it deepens and enhances the customer experience and cooperation with main business partners and eventually improves business performance. Organizational learning is considered as the suitable process to develop knowledge resources and capabilities/core competencies (human capital, social capital and organizational capital) that engender ongoing values; which in turn yield persistence superior performance; which lead to sustainable competitive advantage within the context of the strategic management.
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
The science of organization development was created to deal with changing people on the job through techniques such as education and training, team building, and career planning.
At the core of every successful organization lies that specific organization’s application of the basic principles of organization development. In the book written by Carter (2004) entitled Best Practices in Leadership Development and Organization Change, the concept of organization development was defined as an organization-wide effort and conceptual initiative intended to increase an organization’s viability and effectiveness. In most cases, organization development is described as a change initiative and educational strategy aimed at changing the values, beliefs, attitudes, as well as the structure of an organization for the betterment and
Organization development is about aiding individuals and organizations change successfully. Experts in a variation of positions can apply organizational development in various settings, and in any type of organization. While emerging as a discipline in the 1960’s, Richard Beckhard defined organizational development key characteristics as planned, organization wide and managed from the top. These three key characteristics are important because they boost organizational effectiveness and well being through mediations in the organization’s developments, by applying behavioral science knowledge.
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).