The Field Of Organizational Development

Organisation Development ensures organisation to establish and maintain a better future for the entire organisations. Organisation development can be achieved through either a change management plan or supported by software upgrading. Staff behaviour patterns will allow organisation development management to observe and analyse situations and consider the required justifications, which will result in achieving effective organisational changes.

Daft explains Organization Development as a three-step process that involves unfreezing, changing and refreezing (Daft, 2014). Overcoming resistance to change occurs during the unfreezing stage where “people throughout the organization [are made] aware of problems and the need for change. This stage creates the motivation for people to change their attitudes and behaviors” (Daft, 2014). Participation of those directly affected by the change has been shown to be the most effective technique in reducing resistance to change and minimizing the disruptive period of organization readjustment that naturally follows any change in the workplace.

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.

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.

The “Chris Peterson at DSS Consulting” case discusses the events that took place during a structural change of the organization. DSS consulting was established in the late 1990’s three school district administrators, who had already retired. The main purpose of the company was to offer administrative support services to small school districts in Mountain West and Mid-West regions. The main areas of specialization included handling labor agreement negotiations and the implementation of solutions to permanent systems to enable smooth and efficient running of operations in the organizations. DSS Consulting experienced

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..

          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.

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).

In observing the Franklin Company, it is evident that there is a need for change to help the company with its present problems. The managers’ perception is that the organization is in a state of volatility. Which has resulted from a lack of growth in sales and a competitive advantage. There is a felt need to ascertain new ways of doing things. In the Franklin Company situation, it was revealed that every department has its own ideas and feel they have the right answers to overcome their problems. They all want to play an important role in the company growth, however they have different perspectives on how to fix things. No matter what level of professionalism is involved, conflict is inevitable. For example, there are several issues that hinders the departments communication, collaboration and trust. In order to implement change, all three key element need to be present but they are often hidden. After the meeting with the management team, a OD practitioner decision was made to plan and implement structural, technological and behavioral strategies to improve the condition and functioning of the Franklin Co.

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.

Approaching the business world with a psychological perspective will be different and somewhat more advantageous than approaching it with other business trainings. Business psychologists view organization development as a way of increasing organization effectiveness and health by targeting employee welfare. For example, when an M.B.A trainee is offered a machine, he or she will most likely focus on the perfunctory aspects of the machine and its monetary output for the business. On the other hand, given the same machine, a business psychologist, is more likely to look beyond the mechanics of the machine. This is to say that, he or she will look at what the machine does to make it unique; why this particular machine is the best fit for the business and its current needs; additionally, what can he or she, as a business psychologist, do to help the machine reach its highest potential so that it is not a machine that solely performs one particular function exhaustively - in a mundane and unmotivated manner. I believe this is a defining quality that distinguishes a business psychologist’s contribution to the business world from an M.B.A trained personnel’s contribution to the same industry.

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).