The Field Of Organizational Development

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.

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

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 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.

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

Modern use of birth control pills has given women a sense of independence, to gain employment and express their sexuality freely, while mid-twentieth usage of birth control came with an increased stigma, less access to the pill, and a positive and negative impact on marriages.

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.

Guilt is a common, yet dangerous, emotion which causes pain to the bearer until it is resolved. It has many causes and effects, and therefore it is an effective tool that an author can use to build a character. By presenting a character’s background or motive for their sin, authors can create unique stories for characters with valuable lessons which can be applied to the life of the reader. Nathaniel Hawthorne employed the use of this concept in his novel, The Scarlet Letter. By presenting the lives of the Puritans living in Boston, he portrays the causes and effects of hidden sin and provides a reminder that no one is perfect, no matter the life they display. The theme of sin and guilt is present throughout The Scarlet Letter in the

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).

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 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

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.

The past few centuries have seen such a drastic change in the world in terms of human activities that it has resulted in an enormously significant change in our planet. For a better understanding, the process which brings all people and communities across the globe come together to experience a progressively universal economic, social and cultural environment is called globalisation. Thus, by definition, the process of globalisation affects everybody throughout the world and also has a significant impact on the environment. As said by James Arvanitakis (Arvanitakis p.166), ‘the issue of the environment and globalisation is the most pressing issue facing the world today’. Globalisation is thought to be a major cause behind change of climate that is experienced currently in the world. However, there are those who support and agree with the notion that climate change actually poses a global risk and those who do not agree with it. The debate on the extent of climate change being a global risk, which is called climate change science, is one that is of high interest for various groups in Australia who either agree with the view or disagree with it for their own reasons and each one has their own arguments regarding the subject.