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Here the theory of Organizational Development or OD theory helps me to deal with my co-workers. And, as far as it is known that there does not exist pure management image, I have to admit that the image of interpreter is also close to me for interpreter is supposed to translate the entire organization’s needs and aspirations to

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.

In order to bring about a successful change, it is important to first consider the rationale for change. The organization and people being impacted by the change must understand the desire for change, benefits, and importance of supporting the change. After the change has been embraced and implemented successfully, it is essential for the organization to incorporate it as a standard practice, motivate the personnel to utilize it, and adhere to the change to influence positive

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.

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).

Setting a goal promotes a sense of collective engagement and provides a focus for team members regardless of role.

Now, it is time to pass along that enthusiasm to other members. The idea is for others to become motivated and excited about the possibilities of change as well. The authors were able to clearly express this by encouraging others to become involved in the changes that were going to impact everyone on

Organizational development can be defined as any situation in which two or more persons are involved in a common pursuit or objectives. (McLean, 2009) It is a process that applies a broad range of behavioral science knowledge and practices to help organizations build their capacity to change and to achieve greater effectiveness, including increased financial performance, customer satisfaction, and organization member engagement.(Republic, 2012). Organizational development also can be defined as a systematic process of unleashing human expertise which must be supported by the top management. Organizational development is very important subject matter to the organization. It is a strategy to enhances the effectiveness and of

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.

Many corporations seek out organizational development (OD) professionals to help eradicate an issue. Target is a major retail giant that could use the help of an OD professional to implement change to protect their customers. An intervention could help this company if it is evaluated to be effective. A continual learning approach would also be an asset to Target to help form an organizational development cycle. To help embed the new practices proposed by this intervention a change leadership plan must be established. Once the intervention is complete Target will also be given the option to adopt some of the best practices to aid in the success of the company. Throughout the course my organizational development intervention project has provided a tremendous amount of useful information, but has also lead to areas in which I need further development. An OD intervention is a challenge process that can change a company from borderline defeat to victory.

Change is necessary and an important aspect of all organizations. These changes happen when an organization is heading down a path of a financial downturn or experiencing a lack of customer loyalty. After the vision for the organization is realized, a group of volunteers then assists other members of the organization in understanding and accepting these changes. When one stage is out of sync, all the other steps are then impacted and may not occur. As long as all the first four steps are successful, the next step to creating a successful change in an organization is to identify the resistors in the organization and select the best way to train or remove those barriers. After those barriers are dealt with, the organization can then begin to create a variety of small goals that are easily obtained until you reach the final goal the organization saw in the original vision (Doseck, 2015).

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).

* Organisations, smaller units of organisations and individuals perpetually manage their affairs against goals. Controls are transient measurements, and not the basis of managerial strategy

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).