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Organization Development and Its Relevance to the...
Introduction
Over the last 40 years, organization development has been widely applied in organizations settings across the world since it emanated from United
States (Rees, 2008) and has progressed from a limited conceptual and practice base into a comprehensive, global approach to organizational
improvement (Glassman and Cummings,1991), so it seems that understanding organization development's content and its relations to organizations has
become more and more critical for OD professions. Therefore, as a student study organizational change and development, I will explore these aspects
in this essay.
1. Organization Development
Organization development, originates from United States in the mid–1950s, is generally known as both a ... Show more content on Helpwriting.net ...
To conclude, organization development, as crucial as it is, it is interdisciplinary in nature and draws on sociology, psychology, and theories of
motivation, learning, and personality (Meyer and Meyer, 2011), can be treated as a process through which organization develop by adopting a series of
planned intervention strategies that aim to enhance the effectiveness of the organizations and its well–being (Mulili and Wong, 2011)
2. Why Organization Development is relevant to a organizational context: using a Chinese state–owned enterprise as an example
With the advent of the changing era, the world's business environment has become a rather dynamic and comprehensive one. Operating in today's
increasingly risky, rapidly changing and unpredictable global business environment, organizations have to constantly adjust their internal configurations
– structure, work processes, technology, and culture – to cope the changing environment and to maintain efficiency (Sun, 2000), therefore, organization
development, has been adopted as an effective approach to deal with this changing environment by many organizations all around the world since its
core is about planning change. And according to the text above, organization development can be treated as a process through which
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Key Characteristics Of Organizational Development In The...
Organization development is a system wide method of organized change directed towards refining overall organization efficiency by way of augmented
similarity of such key organizational factors as external environment, mission, tactic, governance, customs, organization, information and incentive
practices, and work strategies and techniques. 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. However, innovators of organizational development in the 1960s were still mostly pre–occupied with
interferences at either an individual or group level, primarily to enable incremental alterations, relatively than the whole system, large–scale
intercessions which describe the calculated change labors and ingenuities that are applied today. Organizational development came about due to the
initiatives of key workers in the 1960s, through the expansion of T–groups and the knowledge increased from those organizations, from Lewin's work
on revolution
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Organizational Development
CASE STUDY MODULE 17
ORGANIZATIONAL DEVELOPMENT
PQHRM/53–025 H E B MARASINGHE
Contents Acknowledgement3 Introduction to the case study4 Literature Review5 What is OD intervention ?5 Factors That Impact the Success of OD
Interventions can be listed under two main headings,5 Intervention Categories7 The process of Organizational Development9 Change management11
Report to be given to CEO of Nuran food products12 Implementing an effective and successful OD process12 Impact of Closing down of plant in
Kandy15 Recommendations16
Acknowledgement
I would like to thank all the lecturers at the Institute of Personnel Management, specially to all the tutors who guided and helped me to complete the
17th module ... Show more content on Helpwriting.net ...
The extent to which the OD intervention transfers change–management competence to organization members.
Factors That Impact the Success of OD Interventions can be listed under two main headings, 1. Factors relating to Change Situation: These relate to the
environment of the organization and include the physical and human environment. 2. Factors Related to the Target of Change: These relate to the
specific targets at which OD interventions are targeted. The targets of change can be different issues of the organization and at different levels
Factors relating to Change Situation I. Readiness for Change: Intervention success depends heavily on the organization being ready for planned change.
II. Capability to Change: Managing planned change requires particular knowledge and skills including the ability to motivate change, to lead change, to
develop political support, to manage transition, and to sustain momentum. III. Cultural Context: The national culture within which an organization is
embedded can exert a powerful influence on members' reactions to change, and so intervention design must account for the cultural values and
assumptions held by organization members. IV. Capabilities of the Change Agent (OD Consultant): The success of OD interventions depend to a great
extent on the expertise, experience and talents of the consultant.
Factors Related to the Target of Change: A. Organizational
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Human Resources And Organizational Development
Human Resources and Organizational Development
Employee Empowerment
Working together may be crucial since the individual functions of these two departments are not the same. The most important function of
Organizational Development is to align the mission, values, and culture of the entire organization to create partnerships between employees and
management. Their emphasis is on connecting the employees and departments to work as a team by instilling the company's main beliefs. Many
employers feel employee development should be the full responsibility of Organizational Development because of their specialized skills and training
in talent management. They feel this strategy should not be HR's responsibility because Human Resources main ... Show more content on
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Increasing employee satisfaction can be as easy as changing the culture to empowerment in the workplace which begins with communication,
encouraging feedback and giving team members the ability to make more decisions. This approach will have a direct relationship between employee
satisfaction and overall performance. As the team member's performance improves so does the individual's confidence and commitment to the
company. That confidence in empowered employees can also be andisadvantage for organizations. Leaders have concerns of increased arrogance in
individuals because encouraging employee empowerment creates a sense of overconfidence in team members. They are making important decisions
without supervision and taking more risks. Although this is all a part of the empowerment principles, taking risks can be successful and they can also
be failures. "Employee empowerment requires a strong and lasting commitment from an organization's management" (p. 2) and that may require
changing the culture or management style of the organization (Emerson, 2012). Many older and long–term team members are also resistant to learning
new things or accepting changes but in order to make this change a success, it will take the entire organization's commitment.
But these programs will only succeed if the team member is motivated and has a desire for professional growth. The reality is that many employees are
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The Development Of Organizational Citizenship Behaviour
Katz (1964) proposed that for an organization to operate successfully, employees must be willing to do more than the minimal performance and
specific technical aspects of their job (Rioux & Penner, 2001). Out of this comes the development of Organizational Citizenship Behaviour (OCB).
OCB represents "individual behaviour that is discretionary, not directly or explicitly recognised by the formal reward system, and in the aggregate
promotes the efficient and effective functioning of the organization" (Organ 1988, p. 4). The study of OCB has become increasingly important as the
prevalence, importance, and costs of counterproductive, or deviant, behaviour in the workplace have been increasingly recognised (Lee & Allen,
2002). Theoretically, OCBs are of interest because they cannot be explained by the same mechanisms as those motivations that encourage people to
perform within formal role requirements (Smith, Organ & Near, 1983). OCB's are not easy enforced by the possibility of punishment, as they are
discretionary behaviours that are beyond in–role requirements (Smith et al. 1983). The recognition of the costs of deviant workplace behaviour, and the
intrigue behind determining what motivates OCB warrant the ever–increasing studies in this field. Research has shown there are multiple determinants
of OCB, not all of which will be discussed here. This paper attempts to synthesize the research on OCB only in relation to the predictor of job
satisfaction, looking at whether job
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Essay On Organizational Development
Organization Development: Techno–Structural Interventions
Prepared by the Master's Students in
Industrial–Organizational Psychology
Radford University
Class of 2001
Edited by
Piper & Associates, Inc.
Organization Development: Techno–Structural Interventions
Prepared by the Master's Students in Industrial–Organizational Psychology
Radford University
Class of 2001
Organization development activities can be directed toward individuals, groups, divisions, or entire organizations. Regardless of whether the recipient
of an intervention is a person or a multi–national corporation, the ultimate goal is the same: to improve the effectiveness of the organization. This
document reviews selected ... Show more content on Helpwriting.net ...
In short, TQM programs require a change in the organizational philosophy and culture.
3. PURPOSE OF THE INTERVENTION:
The purpose of Total Quality Management is to increase customer satisfaction by improving the quality of the goods or services offered by the
organization. This improvement is centered on the product or services, and the processes involved in making or delivering the product or service to the
customer. Ultimately the goal of TQM is to make quality the way of doing things within the organization.
4. EFFECTIVENESS CRITERIA:
In all Total Quality Management programs the ultimate effectiveness criterion is customer satisfaction. According to the research, to reach this ultimate
goal of effectiveness requires that the organization measure several other criteria on a continual basis (Weaver, 1991; Hackman & Wageman, 1995;
Dahlgaard, 1999; Clark, 2000). The appropriate criteria to measure depends on the type of organization, and whether they deliver a product or a
service. In a production–based organization, the effectiveness criteria are divided into product measures and employee measures. The possible
measures for the product include: increases in production, increases in sales, increases in market share, increases in stock prices, reductions in the
product cycle time, reductions in the number of reworks, reductions in the inventories, and reductions in customer returns. The employee measures
include: satisfaction with the company,
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Strategic Restructuring and Organizational Developments
Strategic Restructuring and Organizational Developments
Introduction
This discussion is directed toward company restructuring and repositioning, specifically my personal experiences in a project dependant industry, and
the evolution of a business structure and organizational culture of flexibility and adaptability. Many companies operating in a project specific and
contract dependant industry are required to align employees with processes and strategies to ensure smooth transition in an often dynamic and
changeable environment. Companies competing in dynamic market environments have evolved and adapted to stay competitive and profitable. It is
important to recognize the alignment of company culture toward the employee and the ... Show more content on Helpwriting.net ...
The real impact during transition was felt on a personal level with organizational structure change and project reassignment.
Change can often be viewed as positive, as the case in a successful completion of a life cycle project. The project life cycle is finite and inevitable; there
is excitement surrounding potential for new project opportunities. Also technology and business process improvement can be embraced as the new
generation becomes more accepting and involved in technological advances. Alternatively, negative sentiment can occur in the case of an unexpected
and unplanned scenario such as acquisition or contract non–renewal. Forced change can be extremely difficult, particularly when the changes are
unexpected and devoid of a provisional contingency plan.
Effective Strategy Implementation
An effective restructuring implementation strategy must be considered from the perspective of the organization, the individual and management. In
addition, it is important to distinguish the interrelation factors which drive the organization as a whole through the restructuring planning, transition
and recovery. The factors affecting strategy implementation in discussion are:
Organizational Objective – defining the objective and formulating a strategy.
People Aspects – the impact on employees.
Management of the Transition – actions for positive
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The Field Of Organizational Development
The field of organizational development (OD) has a rich history of research and practice that is driven by a variety of business needs such as change
management, leadership development, internal communications and business process re–engineering. OD has been, and arguably still is, the major
approach to organizational change across the Western world, and is globally increasing. However, the ambiguity of the OD discipline is challenged
with a posture to curve a standard definition. Richard Beckhard, an organizational theorist might have formulated the first formal definition of OD,
though many similar definitions emerged in that year. Beckhard (1969) defined OD as "an effort [that is] (1) planned,(2) organization–wide, and (3)
managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization's processes, using
behavioral–science knowledge" (p. 9). Moving to a more modern definition, Cummings & Morley (2008) refers to organization development as 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" (p.1). Combining these
definitions, OD can be surmised as a planned process of change that aims to improve organizational effectiveness and performance through quantifiable
and qualitative factors
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Organizational Development (OD)
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).
According to traditional theorists such as Fayol, Weber, and Taylor, a school of thought identifies a level of agreement in their view of organizational
system implementation. These classical theorists indicate in their readings that there is ... Show more content on Helpwriting.net ...
In order for an organization to have effective management, it must have a well–designed management process (Koontz & Weihrich, 1990).
For example, the design of the office building by an engineer; if the engineer does not adequately design the office building for the various types of
occupants, it could prove catastrophic. In a sense, the management model can perhaps offer a similar view or perspective in much the same way; in its
design to fit the overall purpose of the organization. The lack of design will have disastrous consequences (Koontz & Weihrich, 1990).
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).
Organization theories
Principles of scientific management
The scientific approach to management is one of the earliest methods used by organizations. Taylor's systematic processes initially defined in 1910
gathered a multitude of support as his techniques develop a general understanding of the organization's workflow. While Taylor' idea propagated by the
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International Organization Development Organizational...
Globalization has forced an environment of tight resources and new challenges in which dynamic companies are exploring and creating new
capabilities and opportunities overseas. Large international organizations are increasingly turning to organizational development practices to solve
problems of inefficiency. However, they often face challenges when operating in the international context, especially when difficulties arise when
companies combining international business, organization development and inter–cultural communication, fail to address the complexity and agility
needed in today's global business arena. This paper will attempt to assess the strategies organizational development (OD) consultants can use to design
and implement... Show more content on Helpwriting.net ...
3.Individualism, or the degree to which people in a country have learned to act as individuals rather than as members of cohesive groups: from
collectivist to individualist. Are people more concerned with looking out for themselves or their group or organization? 4.Achievement Orientation
/ Masculinity, or the degree to which "masculine" values like assertiveness, performance, success and competition prevail over "feminine values" like
the quality of life, maintaining warm personal relationships, service, caring, and solidarity: from tender to tough. 5.Uncertainty Avoidance, or the
degree to which people in a country prefer structured over unstructured situations: from relatively flexible to extremely rigid. Whether people reflect a
preference for conservative and familiar situations. All these differences affect ways of management in these countries. Large power distances favor
centralization, while small power distances favor decentralization. Collectivism favors group rewards and family enterprises, while individualism
favors easy job–hopping and individual rewards. Masculinity favors competition and survival of the fittest while femininity favors solidarity and
sympathy for the weak. Uncertainty avoidance favors strict rules and principles, while its opposite favors opportunism and tolerance of deviant
behavior. (4) & (5)As a result of this and may more many studies, researchers proposed a technique know as the
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Human Resource Training And Development And Its Impact On...
CHAPTER ONE INTRODUCTION
1.1BACKGROUND OF THE STUDY Today, one of the major problems confronting management in organizations is the most effective way of putting
the right persons at the right position. Management should identify and provide for its human resources to accomplish its task. Organizations has to
consider the development of ability, skills and knowledge of its employees more than any times (Nolan, 2002). The concept of organizational
effectiveness is that organizations, as a social system, give certain resources and means to fulfill its objectives without disabling its means and
resources and ... Show more content on Helpwriting.net ...
To what extent have training and development of human resources improved productivity? What is the relationship between human resource training,
development and productivity?
To what extent is there a relationship between human resource training, development and productivity? To what extent does efficiency of human
resource training and development influence organizational growth?
1.5RESEARCH HYPOTHESES Advance English Dictionary defines hypothesis as a message expressing an opinion based on incomplete evidence.
Hypothesis One H0: human resources development does not affect organization growth. Hi: Human resources development affects organizational
growth. Hypothesis Two H0: Human resource training and development do not improve productivity in organizations. Hi: Human resource training and
development improves productivity in organizations. Hypothesis Three H0: The efficiency of human resource training and development does not
result in organizational
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Role of Strategic Training and Development in...
Role of Strategic Training and Development in Organizational Success
Dr. S.K.Prasad, Director, New Horizon Leadership Institute directornhli@newhorizonindia.edu Introduction
By definition, training and development refers to the process to obtain or transfer knowledge, skills and abilities needed to carry out a specific activity
or task. The benefits of training and development––for both the employer and employee––are, in fact, much broader. To meet current and future
business demands, training and development encompasses a wide range of learning actions, from training for tasks and knowledge sharing to improved
customer service and career development, thus expanding individual, group and organizational effectiveness.
Strategic ... Show more content on Helpwriting.net ...
For applied learning, a supportive work environment is critical.
To reap business benefits, HR should focus on: 1) designing training and development, keeping end results in mind, such as performance and capacity
goals; 2) leveraging learning/knowledge assets; and 3) including key organizational characteristics in the overall integrated approach to training and
development. Training and development programs also offer opportunities to employees to build internal and external networks and learn from other
participants.
Today, the relationship between the organization and the employee has changed. There is greater emphasis placed on the value of individual and team
contributions to find business solutions. The employee is viewed as a 'learning customer', bringing personal preferences and motivation to the
workplace. The learning organization therefore requires an environment that supports growth for individual capability and experience and, at the same
time, increases business performance. For learning to truly benefit both the organization and the employee, the employer must consider the
learner––the employee––as a vital investment for business success.
The Value of Training and Development
For the organization to gain true value from strategic training and development, senior management must be fully committed to organizational learning .
Consequently, it is important that HR understands the concept of training transfer (i.e., transfer of learning).
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Evolution of Organizational Development
Advances in Developing Human Resources http://adh.sagepub.com The Evolution of Organization Development at Cornell University: Strategies for
Improving Performance and Building Capacity
Chester C. Warzynski Advances in Developing Human Resources 2005; 7; 338 DOI: 10.1177/1523422305277175 The online version of this article can
be found at: http://adh.sagepub.com/cgi/content/abstract/7/3/338
Published by: http://www.sagepublications.com On behalf of:
Academy of Human Resource Development
Additional services and information for Advances in Developing Human Resources can be found at: Email Alerts: http://adh.sagepub.com/cgi/alerts
Subscriptions: http://adh.sagepub.com/subscriptions Reprints: ... Show more content on Helpwriting.net ...
This article describes four organizational initiatives at Cornell University during the past decade and examines the approaches to OD that evolved to
support them. The four initiatives and the OD strategies that evolved from them include (a) Total QualityManagement (process consultation); (b)
Project 2000, an enterprise information technology initiative (sociotechnical systems development); (c) Workforce Planning (strategic OD); and (d) a
Call to Engagement (collaboration and co–evolution). These initiatives and their corresponding strategies represent specific stages in the development
of OD at Cornell. The four stages of OD will be described in the sections below. The examination of each initiative will include a summary of the
context leading up to it, a description of the OD strategy that emanated from it, and a short commentary on the results achieved. The article concludes
with some lessons learned from the initiatives and the outline of an evolutionary approach for OD in universities.
Stage 1: Building Organizational Capacity Through Process Consultation
The decision of senior management in 1993 to reconstitute the department of OD at Cornell University grew out of the need to integrate and centralize
professional development (training), career services, and OD to support the university's total quality
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Organizational Development: An Overview
ORGANIZATIONAL DEVELOPMENT 2 Organizational Development Introduction Organizational Management, the procedure which takes account
of planning, organizing, leading and controlling the practices and efforts of the members and resources which are aligned with a particular
organizational structure in order to get the hold of pre–defined organizational motives, leads to Organizational Development (OD) by employing
several diagnostic models for OD within the undertaken organizational structure. The core agenda to be discussed in this analytical piece of writing
is to analyze the impacts of strategic OD on comprehensive management and affirmed development of the companies. It can be evidently stated that
all decisions, no matter how big or small they are, no matter they are needed to be made on specific occasions or on every day basis, and are for any
particular organizational sector or are supposed to be effective for the entire firm, its managerial staff is required to be competent enough to frequently
solve certain problems and consistently carry out and execute decisions that are for the betterment of the company (Hoover, 2008). It would not be
correct to comment on which management style, theory or principle is right, wrong, or can best fit to all situations. There is an extensively vast
literature on this subject. A number of credible scholars and academic researchers have carried out most effectively striking approaches for a particular
organization which largely
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Organizational Development
Organizational Development Organizational development is having the competence to recognize where a company is at currently and the vision of
what a company could evolve into. OD is giving the company the tools to make it successful in the long run (Brown, 2011). Before this class I did
not understand all the concepts associated with OD or how they could benefit me in the future. I now will be able to develop diagnostic skills to
identify OD issues, problems, and opportunities; acquire the ability to apply OD knowledge to organizational situations, and identify organizational
situations that require professional assistance, thus achieving my personal and professional goals. Part of OD is being able to anticipate the need for
change. This... Show more content on Helpwriting.net ...
They may have to take extra time to learn the systems and technology of the company. Time is something that OD cannot spare. There are many
attributes that an OD practitioner must possess; Such as, honesty, attentiveness, and being able to listen (Organisation Development, 2012). These
skills are coupled with an OD practitioner style. There are different kinds of OD practitioner styles. I will discuss each kind. The Pathfinder Style
encourages companies to look at their most important issues using several strategies. They rely heavily on communication, not just on the part of
the practitioner but between team members as well (McKendall, 1993). Member roles and group responsibilities are clearly defined to ensure
accuracy and assurance. Leadership and authority is established to warrant any dissatisfaction or quandaries that arise (Brown, 2011). In my future
endeavors as a human resource professional this style makes the most sense. It allows everyone to be open, but clearly outlines goals and authority.
Another OD practitioner style is the Stabilizer method. The Stabilizer method is often used by employees of large corporations who are merely
following someone's orders (Brown, 2011). The primary goal is to avoid making waves (McKendall, 1993). This method usually does not offer a high
degree of effectiveness. In my opinion I would not use this method in a large or small corporation. I think it leaves employees
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Organizational Development Interventions
Content
Introduction..............................................................................................1
Organisational Development programs..........................................................2
Organisational Development Interventions...................................................2–5
Reasons for Intervention.............................................................................6
Implementation of OD intervention................................................................6
What HRD Managers need to do to combat criticism.........................................6
OD intervention in General Motors – A case study..........................................7–8
Conclusion.............................................................................................8–9
References..............................................................................................10
Introduction
In view of the increasing level of competition, technological advancement, the advent of the post economic effect of recession and many other
challenges of the twenty first century; ... Show more content on Helpwriting.net ...
Establishments that wish to effect smaller changes will also need to focus on: management structures, personnel policies, operating policies, and
workers skills. Therefore, it is imperative that an effective understanding of the organisation is made so as to identify its needs and problem. This is
sequel to the type of intervention technique adopted. There are several intervention strategies that can be adopted. Several assumptions about the
nature and functionality of organizations are made in the choice of a particular strategy. Some of these assumptions are: * The main building blocks
of an organisation are groups (teams). Which therefore makes the basic unit of change to be groups and not individuals * A major relevant change
direction is to reduce inappropriate competition between units of the organisation and fostering of a more collaborative approach. * Decision making
in an ideal organisation is found where the information sources are, and not where a particular role or level of hierarchy is. * Organisations, smaller
units of organisations and individuals perpetually manage their affairs against goals. Controls are transient measurements, and not the basis of
managerial strategy * One nature of an ideal organisation is to develop open communication, mutual trust and confidence * People generally will
support what they assisted to build. Employees affected by a
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Kurt Lewin's Theory Of Organizational Development
1.0Introduction
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 ...
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(Ehrich & Hansford, 1999). If the mentee is one of the new employee, it is not possible for the HR managers to know and understand his/her
personality. This might cause the unrealistic expectation from their mentor. Thus, it will affect the performance of the mentee because of the
unrealistic expectation and goal.
To the mentor, according to (Ehrich & Hansford, 1999), there are many potential concerns, for example, do they have the capacities required? Are
they to be rewarder? How will they be selected? Other than these simple issues, those who are qualified and standout in the organization are already
burdened by other job or task. It must be considered, what if they been selected to be a mentor, can he/she perform well? Is he/she able to engaged and
commit to the new task given?
To the organization, the first main concern is about budget. It is unknown whether the cost to do the program can be cover by the anticipated outcomes
(Ehrich & Hansford, 1999). Other than budget issues, it is also a main concern of the HR managers, commitment from both parties. The mentoring
program cannot be done if either one of the parties do not commit. It is a waste of time and budget.
4.0
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Organizational Culture and Its Effects on Team Development...
Individual Assignment: Organizational Culture and Team Effect Paper Explore how organizational culture develops and how it affects team
development and effectiveness Organizational cultures develop over time thus the need to adopt and integrate valuable components towards realization
of effective and efficient development of the organizational cultures. Understanding of the organizational culture is an essential aspect towards the
achievement of quality culture with the aim of enhancing the output and development of the teams. In understanding organizational culture, it is
critical to evaluate factors affecting the development of organizational culture within the context of an organization. Some of the critical factors
influencing the development of organizational culture include purpose, processes, history, goals, objectives, size, social, and economic factors. An
organization can adopt and incorporate various methodologies with the aim of achieving an effective and efficient organizational culture. The
organization would first identify the organizational culture through vital definition. This is through administration of survey with employees as the
participants with aim of identifying quality ways of executing interviews and focus groups. There is also need to determine the perceptions of the
employees towards the values and organizational accepted behaviors. In order to maximize the process of identification of the organizational culture, it
is ideal to hire external
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The Importance Of Development In Organizational...
1. Definition of HRD 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. HRD has enlarged its territory to individual development and organizational learning and development over
time (Joo & McLean, 2006). Garavan (2007) explained that different HRD perspectives produce diverse individual, organizational, societal, and global
outcomes. Adapting a multiple perspectives approach recognizes HRD's moving, complex, and contextual nature, resulting in the creation of a menu of
intervention options and
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Organizational Development and Change Management
Organizational Development and Change Management
Change is inevitable and has become a way of life. To be able to adapt to the changes is the biggest challenge of organizations to–day, not only to
survive but also to ensure its growth and help to remain relevant in the changing times.
"Organization Development is response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of
organizations, so that they can better adapt to new technologies, markets and challenges and the dizzying rate of change itself" – Benis
The OD is a system–wide application of behavioral science ... Show more content on Helpwriting.net ...
It also requires active collaboration and participation of employees and executives, working as team and frequent and sustained communication about
the need for change.
Certain activities need to be undertaken to initiate and manage change. The first activity is motivating people to change. People will be ready to change
only when they feel there is need to change. People can be made aware of this change by sensitizing them to internal and external pressures for change,
revealing discrepancies between current and desired state. Resistance to change can be tackled by communicating sufficient information regarding the
change and outcome of change to the members of the organization. Organization members should also be directly involved in planning and change
strategy.
The second activity consists of building a vision were the organization wants to be. It describes the core ideology and an envisioned future which give
a compelling reason for employees to implement the change.
Political support should be developed by identifying the source of power and key stakeholders.
Transition can be managed by activity planning, commitment planning and management structures.
Sustained momentum of change is one of the crucial activities in changed management. The momentum for change can be sustained by providing the
requisite resources for change, building a support system for
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Organizational Change And Development Of Management
Organizational Change and Development in Management Teresa Sjostrom When Leadership Predestines Failure: The Story of Blue Cloud
Development Introduction 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... Show more content on Helpwriting.net ...
In a Leadership Seminar this week, Mr. Skinner learned of the new Agile Methodology for improving the flexibility of the organization and shortening
the release cycle of the product. Immediately feeling that this was the answer to the problems within his organization, Mr. Skinner hired external
consultants and began to introduce the new methodology. The "After" The principles of the new "Agile" Methodology emphasize breaking up the
traditional long–term software development cycle into several smaller iterations (or releases) of the product within short timeframes. (Douglas & Tech
Trends, Inc., 2006) "These principles spoke to me on a very fundamental level," said Skinner. Realizing that the change in methodology would help his
organization to better meet the organizational goals for Blue Cloud's development as well as propel them strategically ahead of their competition, Mr.
Skinner hired a group of external experts in the Agile Methodology to get the process going. The current development structure at Blue Cloud was a
traditional development environment, so Mr. Skinner set up a meeting with the organization to introduce them to the new methodology. At this
meeting, he introduced a group of skilled consultants in the new methodology that were to lead the implementation. Mr. Skinner knew that the proper
management of the implementation of the new Agile Methodology was going to take program expertise and a lot of training for
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Organizational Development and Change
Organizational Development and Change 10 Introduction Change within an organization could be induced at 3 extensive levels, in the management of
the environment associated with industry, at the organization level and at the workforce level, where change is going to be concerned with the
activities of employees within an organization. Porter (1980) asserts that every level must be individually tackled. He illustrates key points and
recognizes the role of traditional managers in controlling change at the respective degrees. Most of the contemporary research has corroborated the
findings of Porter (Aniisu, 2009). At the very top most degree, the surroundings where the market is functioning is in target. The industry's
environment is really a host to a company's rivals along with other vital elements affecting an organization which are externally induced. These types
of factors play a huge role in affecting the rate or velocity in which change is brought in a business (Porter, 1980; Aniisu, 2009). This has great
consequences for general supervisors who are to handle the actual timings of introducing change directly into an organization. Occasionally, the actual
external environment can be favourable for testing new stuff and brining change initially and often the industry just welcomes change which has been
attempted and adopted by other organizations (Porter, 1980; Aniisu, 2009). Possibilities have to be recognized by general supervisors to enable them to
be used
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Organizational Development Paper
Organizational Development Paper
Jane Doe
PSY/428
October 24, 2011
Instructor
Organizational Development Paper 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 ... Show more content on Helpwriting.net ...
To increase the effectiveness of proposed changes and improvements, organizations use multiple scientific methods and techniques. For change to be
successful management must develop political support. This support is necessary because to initiate change management must have political power
within the organization and outside of the organization. This power is often necessary to ensure a smooth transition during the development process
(Authenticity Consulting, 2011). Organizational development of a business may appear to be an extensive and complicated process; however, given
the right conditions the change can be almost seamless. To have successful change a crucial component is communication. Another condition that
would assist with successful organizational development is preparing and conditioning employees for change. This is an area where communication is
pertinent. A business that has effective communication with employees' with clients and with stakeholders will have an easier transition. It is
important for employees to understand the changes taking place, why the changes are taking place and the role he or she has in the transition. Aside
from communication, another crucial component necessary to ensure change is support. Without support, change would be impossible. Support from
management is especially important because
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Organizational Leadership and Development
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 differences between Organizational transformation and Organizational development and are both planned
change approaches. They are both supportive of changes to organizations to enhance their effectiveness. However, the change methods are different.
Organization development involves slow
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Organizational and Professional Development
Organizational and Professional Development Introduction 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). Social intelligence has gained popularity because initially a person's potential in life was measured
using a single number which is his/her IQ score but since the introduction and accreditation of social intelligence, a person's potential in life can now be
viewed with a multidimensional approach and it is said that each of the given key approaches of social intelligence can continue to broaden with time
given the appropriate challenges, experiences and growth opportunities (Goleman, 2006). Social intelligence uses a set of skills which enables people
to interact successfully with them. These skills are linked to communication in various ways. The skills are; situational radar, presence, authenticity,
clarity and empathy. Situational radar relies on one's ability to read situation, understands the social aspect that affects the behavior of another person
within the organization's society, and through gaining that understanding, the individual can decide to choose the most
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Organizational Development Of Samsung
The chosen news article is the August 7, 2017 CNNMoney one about the head of the Samsung Company who is on trial where the prosecutors seek to
have him serve a twelve year jail sentence for charges of corruption (CNNMoney, 2017). This particular article has successfully galvanized the three
core concepts of organizational development. These include organizational climate, organizational culture and organizational strategies. Organizational
culture is concerned with the deeply enshrined norms, values and characteristics that the members of the organization share. The organizational climate
refers to the mood or singular personality traits of the organization that includes the beliefs and attitudes that bear an influence upon the members'
aggregate behavior. The organizational strategies deal with how the organization identifies problems, negotiates change, plans action and makes an
evaluation of its progress. These concepts of organizational development as per the aforementioned article make the basis of the contents of this paper.
The article is about Samsung's Lee Jae–yong. He is the forty nine year old son of the ailing chairman of the Samsung Corporation, Mr. Lee Kun–hee.
Professionally, he goes by the moniker Jay Y. Lee and is a South Korean business mogul and serves as the vice chairman of the Samsung Corporation.
He is the eldest son of the Chairman of the company and is widely regarded to be the successor to his father. He multilingual as he can speak up to three
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Reflection On Organizational Development
In reflection of this week reading I will address the issues found in my organization development (OD) setting. I will relate the issues of the OD to
chapter five Fullan (2011), which holds key Insights to help future leaders become more confident than the situation warrants, but humbler than they
look. Therefore, Fullan's (2011) suggest, "We as a change leader, must use our brain, cultivate a growth mindset in ourselves, be indispensable in the
right way and maintain a prominent level of confidence". The issues found in my organization development (OD) setting were based on my analysis of
employees across various departments. One of the issue was difficulty obtaining data to align with operationalize performance for continuous
improvement. The problem rests with not only availability of data, but, more importantly, the strategic use of integrated data. Lack of strategic data
integration and alignment are hindering individual and institutional success. The Christians In Life non–profit is experiencing communication issues
among departments. The confusion his has led to a communications gap, and a great deal of speculation and 'guessing' about what is happening at CIL.
The Institutionalization of solid business practices is lacking within the organization. New employees have little training on the function of the school
and organization, which may delay employee productivity. Through the process of obtaining an organizational development plan I would suggest the
Christian in
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Organizational Development
Organizational DevelopmentPage 2 Organizational Development Organizational development is one of the most common yet most important terms in
HRM and organizational behavioral studies. During this course, various strategies for developing diagnostic skills to identify OD issues, problems, and
opportunities have been taught. However, it is important to understand how these skills can be applied in practical life, in order to understand their
practical implications of this theory. Organizational development is a complex process with various definitions. One of the current definitions is
"Organization development is a system wide application and transfer of behavioral science knowledge to the planned development, improvement, and
reinforcement of strategies, structures, and processes that lead to organization effectiveness" (Cummings and Worley, 2005, p. 1). Every organization
has its own culture, values, mission, goals, processes, structures and dynamics. Some of them have a formal structure and are created and developed on
purpose with intentions. Some of these formal structural measures are defined roles, job descriptions. Organizational policies and procedures,
performance appraisal systems, departments, teams, segments etc. Others are less visible and seen only when they wreak havoc resulting in mysterious
and unexpected consequences. There are unwritten rules which are hidden yet they rule the organization. Problems appear in organizations when a
conflict between
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Organizational Development ( Od )
Organizational development (OD) refers to a process of enhancing personal and organizational change, and increasing the organization's effectiveness
by using interventions that are driven by behavioral and social science knowledge (Brown and Harvey 2011).The main aim of organizational
development in any given organization is to bring change that will drive the organization towards attaining effectiveness in its operations.
Organizations need to change in order to become more productive, satisfying to members, as well as attain effectiveness. In other words, change is a
significant aspect as far as an organization's life is concerned. For instance, the increment in customers ' demand, the presence of advanced technologies,
and the demand... Show more content on Helpwriting.net ...
Hence, Apple Inc. needs to analyze keenly the factors that are limiting it from attaining effectiveness so as to apply a relevant change that will solve
such issues. However, organizational development seems to be stressful, hurtful, and frustrating for most people. Therefore, most employees tend to
resist to organizational changes. As a result, organizations face a lot of challenges as they try to implement various organizational changes (Brown,
2011, p. 67).
Organizational Development Challenges in Apple Inc.
Like any other organization, Apple Inc. is facing a number of challenges regarding its efforts to implement new changes that can lead to effectiveness
(Burke and Noumair, 2015, p. 198). It undergoes many challenges that need to be effectively solved before the organization attains effectiveness in its
activities. The company is facing challenges such as difficulties in managing the performance of employees, incompetent and unqualified leaders,
career development difficulties, employee resistance, and lack of a good communication network among others.
Management of the performance of each employee in an organization is a great advancement towards the attainment of effectiveness. Apple Inc. is an
organization that has rapidly grown over the last few years. Currently, Apple Inc. is operating in a number of countries such as America, Japan, and
Europe among many others. Its products are trading worldwide. With the increment of the company 's operations,
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Organisational Development And Organizational Development
The Organisational development article I have chosen gives context to Organisational development theories from early teachings to more recent
academic research highlighting disconnect among OD researchers. The OD article is from the journal of applied behavioural science. Literature
review explains shortcoming among OD research. I chose the OD article for the in–depth analysis of this subject from early theories to more recent
models of practice. The author discusses the implications for researchers, practitioners, and teaching of OD as a subject. The authors of the OD article
aims to give an in–depth analysis of which is of greater scope which is discussed in textbooks, journal articles and methods of early OD practitioners.
The OD... Show more content on Helpwriting.net ...
The OD article and the change article used literature review process to construct an argument based on their own research and research of other
academics who study in the fields of Organisational development and change management. Both articles use a philosophical example to illustrate
discourse among practitioners.
Strengths:
The Bushe's & Marshak article(2009) is a well–rounded analysis and has own previously published peer–reviewed articles referenced. Bushe (2009)
cited previous work on appreciative inquiry which demonstrates expertise in in change and development in organisations(Bushe & Kassam 2005).
Bushes research of dialogic OD has been considered to give clarity by linking modern OD theory in a coherent way (Bartunek & Woodman 2015).
Armenakis & harris (2009) have developed a change model namely the five beliefs, which facilitates employees motivation to change(Jaros, S 2010).
Employee focus regarding the implications of change was discussed, this issue was raised when Armenakis & harris(2009) discussed contextual
analysis of an organisations redness to change(van den Heuvel, Demerouti, & Bakker, 2014). The authors of the change article discuses context of
ethical change and belief this is an important consideration made by producing the five beliefs model incorporating readiness to change. The redness for
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Applying Organizational Development Ideals and Principles
APPLYING ORGANIZATIONAL DEVELOPMENT IDEALS AND PRINCIPLES
Josel A. Bonilla
BUS 370
Nichole Vasser
June 01, 2012
Abstract
Having been through this course studying, organizational development. Looking back at organizational development principles that I can use in the
future. There has been a great understanding of this topic. One thing that I have developed and understood is that organizational development is here
to stay and in order for organizations and business to survive we must learn to adapt to change in the global economies. The following literature that
will be applied will be an excerpt of my personal ideals, of how I will use organizational development processes to develop new ideals, new principles
that will guide me ... Show more content on Helpwriting.net ...
Although there always seems that issue that initiative to begin that change or ask for help to create that change, but after learning the different theories
and techniques I understand how I can help create change for organizations in the future.
To begin with Killion & Harrison (1990) once said "organization development...requires a planned approach to change based on meeting the needs
of both the people and the organization." In other words if organization do not meet the needs of both the people that work the organization and the
people that they serve then organizational development can not come to pass. When I think about the organization development process the first
guiding principle that I would look at is how the interpersonal relationships in the organization are. How it affects individuals, work groups and teams.
Then I think about adaptability of the organization by looking what the organization is using to communicate with its employees more effectively and
its client base. For the reason that if an organization does not learn to adapt or be adaptable then the developmental change process will run into issues.
Another thing that I would also look at what type of administrative challenges effect the organization, such as the way the organization is being ran and
operated, what issues are plaguing the organization and its
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Development Of Definitions Of Organizational Culture And...
2. Literature Review
The purpose of this chapter is to make readers comprehend the development of definitions of organizational culture and project management in different
dimensions. And within the content of project management, the criteria of the success of project management will be demonstrated. Furthermore, the
previous studies about the relationship between organizational culture and the success of project management will be referred to. Eventually, some
problems unanswered on this filed or some gaps that missed by former studies will be indicated.
2.1 Organizational Culture
A well–known fact that organizational culture is hard to define because of its complexity, and it seems that most of existing definitions are general
and macroscopic. For example, organizational culture supplies members of organization with principles of behaviors with the help of essential,
common values in the organization, and these principles are usually approved and accepted by internal members (Baird et al. 2007; Chatman & Jehn,
1994; DeshpandГ© & Webster, 1989; Narver & Slater, 1998; as cited in Cynthia Webster & Allyn White, 2010). And organizational culture means
correspondingly fixed faiths, manners and norms that are agreed by organizational members commonly (Williams, Dobson & Walters, 1993; as cited
in Catherine T. Kwantes & Cheryl A. Boglarsky, 2007). Organizational culture is also defined as "shared normative beliefs and shared behavioural
expectations" or "a particular set of
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Organizational Development
CRITICAL THINKING REPORT
"Understanding the Impact of Organizational Change on Human Resources: The Roles, Processes and Challenges."
ABSTACT
Given the accelerating rate of global–scale change, organizational change and development have become more critical to organization success and
ultimate survival. This report includes comprehensive discussion on the impact of organizational change on human resources. The discussion involves
the roles of human resources when formulating and implementing the various approaches during change processes as well as the challenges faced by
organizations for continual change. The changes proposed in this report are mainly focus on enhancing people 's commitment, motivation and
inspiration due to the ... Show more content on Helpwriting.net ...
Besides external–internal practitioner team, Karp (2004, 349) also acknowledged that the responsibility for change must be assigned to a broader range
of internal and external stakeholders. In order to effectively manage change initiatives, a successful guiding team should involve the chairman, senior
managers, board members, representatives from key customers, and even a union leader (Kotter 1995, 98). From the perspective of Kotter (1995, 98),
it is necessary to include external stakeholder due to the fact that if the existing internal system is working well, there would be no need for
organizational change. However, since the current system is inefficient, the change management thus demands activity outside of formal boundaries,
prospects, and practices.
The Change Processes
There are many approaches available to facilitate leaders and managers to implement change. This report discusses the integration of people–oriented
approach and sociotechnical systems approach to organizational change. It is important to note that the success of change more than ever depends on
the people in organizations (Karp 2004; Lawler and Mohrman 2003; Brown and Harvey
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The Grid Model And Its Contribution To International...
Question 1
This case is review of the grid model and its contributions to international organizational development. It talks about how Grid International design its
learning process such that it combines leadership styles with self–convincing learning methodology that creates motivation to change and
organizational development. The Grid has seven leadership styles that are based on varying concern for people and results. The Grid approach to
change takes a four–step organization development process that builds a culture of mutual trust respect and candor through discussion of personal
values, norms and behaviors against soundest behaviors needed to accomplish standard of excellence set by participants themselves. The process
begins with individual development, then move to intact team development, group to group development and organization strategic planning. Grid
international approach to organizational development is applied by many organizations around the globe.
Question 2
Performance management performed by human resource leaders which aim at enhancing motivation and production exhibits trait of the sound ... Show
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In this phase, there is the development of group to group relationships. Team to team conflicts are resolved and a cooperative relationship is build based
on mutual trust and respect. Management and unions shared understanding of cross–functional roles and develop standard of excellence for working
together. The standards of excellence for working together is the collective agreement between management and unions.
The concept of strategic human resource planning is seen in the final stage of Grid approach to organizational development. In this stage where
companies take full advantage of people common language, standards of excellence, and skills in place to undertake organizational wide strategic
planning, it shows strategic human resource planning.
Question
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Organizational Development : An Organization
Organizational Development
Introduction
In today's fast changing environment, an organization needs an effective development strategy to cope with the changes, keep pace with external
threats and all the while making the most out of its resources. Organizational development is a tool to assess, plan and manage growth and management.
effectively achieving set goals. It is one of the most important components of change
There are several factors that affect the success of an organization itself, including the knowledge and skills of employees, technology, customers,
competition, and even the political environment. As a business owner, you should consider these factors, and more, and develop plans for business
growth. Organizational ... Show more content on Helpwriting.net ...
Organization can't survive if it is stagnant. A continuous analysis of what is wrong and what can be improved is required.
Stages of Organizational Development:
Organizational development is an ongoing process. Any organization goes through different phases and then repeats the cycle. Various analogies have
been used to describe this cycle.
Stage One: Inception or Birth
This is the stage where an idea is conceived and a vision is set by founding father.
Stage Two: Start–up and Launch/Childhood
This stage includes planning, finding resources and applying them to materialize the vision. It is full of chaos, strategies are not formed yet and there
is no set direction. Priorities keep on shifting as the goals are usually short term.
Stage Three: Go–Go/ Adolescence
This is the stage where things start to settle down. Organizational directions and goals are set and leaders are able to comprehend the need and
structure of what has to be done to achieve the vision.
Stage Four: Maturing
By this point in the life cycle the organization is firmly established. Resources have been allocated and things are going smoothly. Goals are being
achieved. Agreements have been made on roles and responsibilities and there is consistency in policies.
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Organizational Development Essay
1.| Question :| Define Organizational Development (OD) according to An Experiential Approach to Organizational Development:| | | Student Answer:| |
Comprises the long range efforts and programs aimed at improving an organizations ability to survive by changing its problem solving and renewal
processes. | | Instructor Explanation:| Organizational development is a long–range effort and programs aimed at improving an organization's ability to
survive by changing its problems solving and renewal processes.| | | | Points Received:| 2 of 2 | | Comments:| You did a nice job with this question. | | |
2.| Question :| Which of the following is included as one of the important ideas in the text's ... Show more content on Helpwriting.net ...
A hyperturlent environement. An increasing and changing set of competitors. Rapidly changing product lines. | | Instructor Explanation:|Management
must initiate and create a climate that encourages creativity and innovation.| | | | Points Received:| 2 of 2 | | Comments:| You did a nice job with this
question. | | |
1.| Question :| The three power tools to change a corporate culture are information, money, and resources.| | | Student Answer: | | True | | | | False
(information, support and resources) | | | | Points Received:| 1 of 1 | | Comments:| | | |
2.| Question :| What is corporate culture? | | | Student Answer:| | Interdependent set of beliefs, values, ways of behaving and tools for living that are
common in a community that they tend to perpetuate themselves, sometimes over long periods of time. | | Instructor Explanation:| Corporate culture is
a system of shared values and beliefs that interact with an organization's people, structure, and systems to produce behavioral norms (the way things are
done around here). It affects the behaviors of individuals by setting an interdependent set of beliefs, values, ways of behaving, and tools for living that
are so common in a community that they tend to perpetuate themselves, sometimes over long periods of time. This continuity is the product of a
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The Realm Of Organizational Change And Development Essay
In the realm of organizational change and development there is a standard model that is considered among most organizational development
professionals to be the basic format for planned changed known as the General Model of planned Change. Essentially what organizational
development professionals are dealing with is almost exclusively centered around planned change. That same type of planned change was present
within the Sunflower Incorporated Company which started their planned change initiative in early 1989. The technology that the company was
looking to change was the financial reporting system in order to have a new system that is able to compare sales, cost, and profit margins on a
regional basis. The company decided to open a new position that was specifically targeted at maximizing the performance of the companies financial
goals and they hired a new pricing manager by the name of Agnes Albanese who was in charge of conducting the internal pricemanagement initiative.
While her ideas were perceived positively among the internal executive groups as a whole there was some pushback on the new pricing format. In
Mrs. Albanese attempt to make the financial department more efficient and decided that all pricing and purchasing decisions should be made on
standardized across all regions of the organization. Secondly, she mandated that all local price increases higher than 3 percent must also be approved
through her and any contracts of local purchases that were higher
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Organizational Culture And Leadership Development
Due to businesses becoming more and more universal, employees are progressively dealing with individuals who are divergent to them. Similarly, as
organizations progressively generate business associations with organizations whose cultures are different, employees may work with others who hold
different views of what establishes effective functioning in an organization, and what relationships are existent between organizational factors and
workplace effectiveness (Kwantes and Boglarsky, 2007).
Knowing the importance of leadership in modern–day organizations, it is not shocking that leadership development gets the biggest percentage
distribution from training and development resources of most organizations. The part that organizational culture plays in the development of leaders is
critical but often ignored. One motive for this is that managers responsible for leadership development efforts are so fixed in their own beliefs that
those cultures are essentially invisible to them (Bal and Quinn, 2001).
In his book, Schein (2004) aims at clarifying what culture is, how it affects the organization, how to understand and decipher it and how to act on it
with culture change. From the book, this paper seeks to review organizational culture influence on leadership effectiveness, identify the elements of
organizational culture, and discuss approaches and theories on leadership based on defined cultural typologies and subcultures.
Organizational Culture Influence on Leadership
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Organizational Development and Device Managment, List of...
Organizational development can be defined as a systematic process of planning in which to apply scientific principles and practice behaviour are
introduced in the organization, towards the goal to increase individual and organizational effectiveness.
Organizational development is related to device management of an organization with a method of bringing about organizational change and has a
special approach which lays claim to being much more than just another recipe for change management.
Organizational development has much in common with other approaches in organizations, it theoretically has a number of characteristics which are:
A planned, Medium–to Long–term strategy.
A systematic and systematic focus.
Process–orientated focus.
A ... Show more content on Helpwriting.net ...
Intervention Methods – These are the selected ways of delivering the objectives of the intervention,particularly those concerned with bringing about
change in people.
Implementation and Evaluation – Depending on the methods employed,this can be a lenghty process.However,in order to determine whether it has
achieved its objectives,and if not to identify further problems that need to be resolved,it is vital to monitor the success of this stage.
Feedback – All boxes in the model are related to feedback. This idea shows that organizational development is not an exact science but in which the
selection of appropriate goals and methods of intervention depends on the quality of diagnosis problems.
2.Intergroup Level(interventions): Intervention of this level usually included in an attempt to change perceptions and attitudes that keep groups for one
another.
2.1. Intergroup confrontation – In this approach, two groups that have a working relationship conflict with a change agent to solve problems undertake
two steps. The first step in this process is usually to groups that already meet
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Organization Development And Its Relevance To The...

  • 1. Organization Development and Its Relevance to the... Introduction Over the last 40 years, organization development has been widely applied in organizations settings across the world since it emanated from United States (Rees, 2008) and has progressed from a limited conceptual and practice base into a comprehensive, global approach to organizational improvement (Glassman and Cummings,1991), so it seems that understanding organization development's content and its relations to organizations has become more and more critical for OD professions. Therefore, as a student study organizational change and development, I will explore these aspects in this essay. 1. Organization Development Organization development, originates from United States in the mid–1950s, is generally known as both a ... Show more content on Helpwriting.net ... To conclude, organization development, as crucial as it is, it is interdisciplinary in nature and draws on sociology, psychology, and theories of motivation, learning, and personality (Meyer and Meyer, 2011), can be treated as a process through which organization develop by adopting a series of planned intervention strategies that aim to enhance the effectiveness of the organizations and its well–being (Mulili and Wong, 2011) 2. Why Organization Development is relevant to a organizational context: using a Chinese state–owned enterprise as an example With the advent of the changing era, the world's business environment has become a rather dynamic and comprehensive one. Operating in today's increasingly risky, rapidly changing and unpredictable global business environment, organizations have to constantly adjust their internal configurations – structure, work processes, technology, and culture – to cope the changing environment and to maintain efficiency (Sun, 2000), therefore, organization development, has been adopted as an effective approach to deal with this changing environment by many organizations all around the world since its core is about planning change. And according to the text above, organization development can be treated as a process through which ... Get more on HelpWriting.net ...
  • 2. Key Characteristics Of Organizational Development In The... Organization development is a system wide method of organized change directed towards refining overall organization efficiency by way of augmented similarity of such key organizational factors as external environment, mission, tactic, governance, customs, organization, information and incentive practices, and work strategies and techniques. 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. However, innovators of organizational development in the 1960s were still mostly pre–occupied with interferences at either an individual or group level, primarily to enable incremental alterations, relatively than the whole system, large–scale intercessions which describe the calculated change labors and ingenuities that are applied today. Organizational development came about due to the initiatives of key workers in the 1960s, through the expansion of T–groups and the knowledge increased from those organizations, from Lewin's work on revolution ... Get more on HelpWriting.net ...
  • 3. Organizational Development CASE STUDY MODULE 17 ORGANIZATIONAL DEVELOPMENT PQHRM/53–025 H E B MARASINGHE Contents Acknowledgement3 Introduction to the case study4 Literature Review5 What is OD intervention ?5 Factors That Impact the Success of OD Interventions can be listed under two main headings,5 Intervention Categories7 The process of Organizational Development9 Change management11 Report to be given to CEO of Nuran food products12 Implementing an effective and successful OD process12 Impact of Closing down of plant in Kandy15 Recommendations16 Acknowledgement I would like to thank all the lecturers at the Institute of Personnel Management, specially to all the tutors who guided and helped me to complete the 17th module ... Show more content on Helpwriting.net ... The extent to which the OD intervention transfers change–management competence to organization members. Factors That Impact the Success of OD Interventions can be listed under two main headings, 1. Factors relating to Change Situation: These relate to the environment of the organization and include the physical and human environment. 2. Factors Related to the Target of Change: These relate to the specific targets at which OD interventions are targeted. The targets of change can be different issues of the organization and at different levels Factors relating to Change Situation I. Readiness for Change: Intervention success depends heavily on the organization being ready for planned change. II. Capability to Change: Managing planned change requires particular knowledge and skills including the ability to motivate change, to lead change, to develop political support, to manage transition, and to sustain momentum. III. Cultural Context: The national culture within which an organization is embedded can exert a powerful influence on members' reactions to change, and so intervention design must account for the cultural values and assumptions held by organization members. IV. Capabilities of the Change Agent (OD Consultant): The success of OD interventions depend to a great extent on the expertise, experience and talents of the consultant. Factors Related to the Target of Change: A. Organizational
  • 4. ... Get more on HelpWriting.net ...
  • 5. Human Resources And Organizational Development Human Resources and Organizational Development Employee Empowerment Working together may be crucial since the individual functions of these two departments are not the same. The most important function of Organizational Development is to align the mission, values, and culture of the entire organization to create partnerships between employees and management. Their emphasis is on connecting the employees and departments to work as a team by instilling the company's main beliefs. Many employers feel employee development should be the full responsibility of Organizational Development because of their specialized skills and training in talent management. They feel this strategy should not be HR's responsibility because Human Resources main ... Show more content on Helpwriting.net ... Increasing employee satisfaction can be as easy as changing the culture to empowerment in the workplace which begins with communication, encouraging feedback and giving team members the ability to make more decisions. This approach will have a direct relationship between employee satisfaction and overall performance. As the team member's performance improves so does the individual's confidence and commitment to the company. That confidence in empowered employees can also be andisadvantage for organizations. Leaders have concerns of increased arrogance in individuals because encouraging employee empowerment creates a sense of overconfidence in team members. They are making important decisions without supervision and taking more risks. Although this is all a part of the empowerment principles, taking risks can be successful and they can also be failures. "Employee empowerment requires a strong and lasting commitment from an organization's management" (p. 2) and that may require changing the culture or management style of the organization (Emerson, 2012). Many older and long–term team members are also resistant to learning new things or accepting changes but in order to make this change a success, it will take the entire organization's commitment. But these programs will only succeed if the team member is motivated and has a desire for professional growth. The reality is that many employees are ... Get more on HelpWriting.net ...
  • 6. The Development Of Organizational Citizenship Behaviour Katz (1964) proposed that for an organization to operate successfully, employees must be willing to do more than the minimal performance and specific technical aspects of their job (Rioux & Penner, 2001). Out of this comes the development of Organizational Citizenship Behaviour (OCB). OCB represents "individual behaviour that is discretionary, not directly or explicitly recognised by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization" (Organ 1988, p. 4). The study of OCB has become increasingly important as the prevalence, importance, and costs of counterproductive, or deviant, behaviour in the workplace have been increasingly recognised (Lee & Allen, 2002). Theoretically, OCBs are of interest because they cannot be explained by the same mechanisms as those motivations that encourage people to perform within formal role requirements (Smith, Organ & Near, 1983). OCB's are not easy enforced by the possibility of punishment, as they are discretionary behaviours that are beyond in–role requirements (Smith et al. 1983). The recognition of the costs of deviant workplace behaviour, and the intrigue behind determining what motivates OCB warrant the ever–increasing studies in this field. Research has shown there are multiple determinants of OCB, not all of which will be discussed here. This paper attempts to synthesize the research on OCB only in relation to the predictor of job satisfaction, looking at whether job ... Get more on HelpWriting.net ...
  • 7. Essay On Organizational Development Organization Development: Techno–Structural Interventions Prepared by the Master's Students in Industrial–Organizational Psychology Radford University Class of 2001 Edited by Piper & Associates, Inc. Organization Development: Techno–Structural Interventions Prepared by the Master's Students in Industrial–Organizational Psychology Radford University Class of 2001 Organization development activities can be directed toward individuals, groups, divisions, or entire organizations. Regardless of whether the recipient of an intervention is a person or a multi–national corporation, the ultimate goal is the same: to improve the effectiveness of the organization. This document reviews selected ... Show more content on Helpwriting.net ... In short, TQM programs require a change in the organizational philosophy and culture. 3. PURPOSE OF THE INTERVENTION: The purpose of Total Quality Management is to increase customer satisfaction by improving the quality of the goods or services offered by the organization. This improvement is centered on the product or services, and the processes involved in making or delivering the product or service to the customer. Ultimately the goal of TQM is to make quality the way of doing things within the organization. 4. EFFECTIVENESS CRITERIA:
  • 8. In all Total Quality Management programs the ultimate effectiveness criterion is customer satisfaction. According to the research, to reach this ultimate goal of effectiveness requires that the organization measure several other criteria on a continual basis (Weaver, 1991; Hackman & Wageman, 1995; Dahlgaard, 1999; Clark, 2000). The appropriate criteria to measure depends on the type of organization, and whether they deliver a product or a service. In a production–based organization, the effectiveness criteria are divided into product measures and employee measures. The possible measures for the product include: increases in production, increases in sales, increases in market share, increases in stock prices, reductions in the product cycle time, reductions in the number of reworks, reductions in the inventories, and reductions in customer returns. The employee measures include: satisfaction with the company, ... Get more on HelpWriting.net ...
  • 9. Strategic Restructuring and Organizational Developments Strategic Restructuring and Organizational Developments Introduction This discussion is directed toward company restructuring and repositioning, specifically my personal experiences in a project dependant industry, and the evolution of a business structure and organizational culture of flexibility and adaptability. Many companies operating in a project specific and contract dependant industry are required to align employees with processes and strategies to ensure smooth transition in an often dynamic and changeable environment. Companies competing in dynamic market environments have evolved and adapted to stay competitive and profitable. It is important to recognize the alignment of company culture toward the employee and the ... Show more content on Helpwriting.net ... The real impact during transition was felt on a personal level with organizational structure change and project reassignment. Change can often be viewed as positive, as the case in a successful completion of a life cycle project. The project life cycle is finite and inevitable; there is excitement surrounding potential for new project opportunities. Also technology and business process improvement can be embraced as the new generation becomes more accepting and involved in technological advances. Alternatively, negative sentiment can occur in the case of an unexpected and unplanned scenario such as acquisition or contract non–renewal. Forced change can be extremely difficult, particularly when the changes are unexpected and devoid of a provisional contingency plan. Effective Strategy Implementation An effective restructuring implementation strategy must be considered from the perspective of the organization, the individual and management. In addition, it is important to distinguish the interrelation factors which drive the organization as a whole through the restructuring planning, transition and recovery. The factors affecting strategy implementation in discussion are: Organizational Objective – defining the objective and formulating a strategy. People Aspects – the impact on employees. Management of the Transition – actions for positive
  • 10. ... Get more on HelpWriting.net ...
  • 11. The Field Of Organizational Development The field of organizational development (OD) has a rich history of research and practice that is driven by a variety of business needs such as change management, leadership development, internal communications and business process re–engineering. OD has been, and arguably still is, the major approach to organizational change across the Western world, and is globally increasing. However, the ambiguity of the OD discipline is challenged with a posture to curve a standard definition. Richard Beckhard, an organizational theorist might have formulated the first formal definition of OD, though many similar definitions emerged in that year. Beckhard (1969) defined OD as "an effort [that is] (1) planned,(2) organization–wide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization's processes, using behavioral–science knowledge" (p. 9). Moving to a more modern definition, Cummings & Morley (2008) refers to organization development as 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" (p.1). Combining these definitions, OD can be surmised as a planned process of change that aims to improve organizational effectiveness and performance through quantifiable and qualitative factors ... Get more on HelpWriting.net ...
  • 12. Organizational Development (OD) 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). According to traditional theorists such as Fayol, Weber, and Taylor, a school of thought identifies a level of agreement in their view of organizational system implementation. These classical theorists indicate in their readings that there is ... Show more content on Helpwriting.net ... In order for an organization to have effective management, it must have a well–designed management process (Koontz & Weihrich, 1990). For example, the design of the office building by an engineer; if the engineer does not adequately design the office building for the various types of occupants, it could prove catastrophic. In a sense, the management model can perhaps offer a similar view or perspective in much the same way; in its design to fit the overall purpose of the organization. The lack of design will have disastrous consequences (Koontz & Weihrich, 1990). 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). Organization theories Principles of scientific management The scientific approach to management is one of the earliest methods used by organizations. Taylor's systematic processes initially defined in 1910 gathered a multitude of support as his techniques develop a general understanding of the organization's workflow. While Taylor' idea propagated by the ... Get more on HelpWriting.net ...
  • 13. International Organization Development Organizational... Globalization has forced an environment of tight resources and new challenges in which dynamic companies are exploring and creating new capabilities and opportunities overseas. Large international organizations are increasingly turning to organizational development practices to solve problems of inefficiency. However, they often face challenges when operating in the international context, especially when difficulties arise when companies combining international business, organization development and inter–cultural communication, fail to address the complexity and agility needed in today's global business arena. This paper will attempt to assess the strategies organizational development (OD) consultants can use to design and implement... Show more content on Helpwriting.net ... 3.Individualism, or the degree to which people in a country have learned to act as individuals rather than as members of cohesive groups: from collectivist to individualist. Are people more concerned with looking out for themselves or their group or organization? 4.Achievement Orientation / Masculinity, or the degree to which "masculine" values like assertiveness, performance, success and competition prevail over "feminine values" like the quality of life, maintaining warm personal relationships, service, caring, and solidarity: from tender to tough. 5.Uncertainty Avoidance, or the degree to which people in a country prefer structured over unstructured situations: from relatively flexible to extremely rigid. Whether people reflect a preference for conservative and familiar situations. All these differences affect ways of management in these countries. Large power distances favor centralization, while small power distances favor decentralization. Collectivism favors group rewards and family enterprises, while individualism favors easy job–hopping and individual rewards. Masculinity favors competition and survival of the fittest while femininity favors solidarity and sympathy for the weak. Uncertainty avoidance favors strict rules and principles, while its opposite favors opportunism and tolerance of deviant behavior. (4) & (5)As a result of this and may more many studies, researchers proposed a technique know as the ... Get more on HelpWriting.net ...
  • 14. Human Resource Training And Development And Its Impact On... CHAPTER ONE INTRODUCTION 1.1BACKGROUND OF THE STUDY Today, one of the major problems confronting management in organizations is the most effective way of putting the right persons at the right position. Management should identify and provide for its human resources to accomplish its task. Organizations has to consider the development of ability, skills and knowledge of its employees more than any times (Nolan, 2002). The concept of organizational effectiveness is that organizations, as a social system, give certain resources and means to fulfill its objectives without disabling its means and resources and ... Show more content on Helpwriting.net ... To what extent have training and development of human resources improved productivity? What is the relationship between human resource training, development and productivity? To what extent is there a relationship between human resource training, development and productivity? To what extent does efficiency of human resource training and development influence organizational growth? 1.5RESEARCH HYPOTHESES Advance English Dictionary defines hypothesis as a message expressing an opinion based on incomplete evidence. Hypothesis One H0: human resources development does not affect organization growth. Hi: Human resources development affects organizational growth. Hypothesis Two H0: Human resource training and development do not improve productivity in organizations. Hi: Human resource training and development improves productivity in organizations. Hypothesis Three H0: The efficiency of human resource training and development does not result in organizational ... Get more on HelpWriting.net ...
  • 15. Role of Strategic Training and Development in... Role of Strategic Training and Development in Organizational Success Dr. S.K.Prasad, Director, New Horizon Leadership Institute directornhli@newhorizonindia.edu Introduction By definition, training and development refers to the process to obtain or transfer knowledge, skills and abilities needed to carry out a specific activity or task. The benefits of training and development––for both the employer and employee––are, in fact, much broader. To meet current and future business demands, training and development encompasses a wide range of learning actions, from training for tasks and knowledge sharing to improved customer service and career development, thus expanding individual, group and organizational effectiveness. Strategic ... Show more content on Helpwriting.net ... For applied learning, a supportive work environment is critical. To reap business benefits, HR should focus on: 1) designing training and development, keeping end results in mind, such as performance and capacity goals; 2) leveraging learning/knowledge assets; and 3) including key organizational characteristics in the overall integrated approach to training and development. Training and development programs also offer opportunities to employees to build internal and external networks and learn from other participants. Today, the relationship between the organization and the employee has changed. There is greater emphasis placed on the value of individual and team contributions to find business solutions. The employee is viewed as a 'learning customer', bringing personal preferences and motivation to the workplace. The learning organization therefore requires an environment that supports growth for individual capability and experience and, at the same time, increases business performance. For learning to truly benefit both the organization and the employee, the employer must consider the learner––the employee––as a vital investment for business success. The Value of Training and Development For the organization to gain true value from strategic training and development, senior management must be fully committed to organizational learning . Consequently, it is important that HR understands the concept of training transfer (i.e., transfer of learning).
  • 16. ... Get more on HelpWriting.net ...
  • 17. Evolution of Organizational Development Advances in Developing Human Resources http://adh.sagepub.com The Evolution of Organization Development at Cornell University: Strategies for Improving Performance and Building Capacity Chester C. Warzynski Advances in Developing Human Resources 2005; 7; 338 DOI: 10.1177/1523422305277175 The online version of this article can be found at: http://adh.sagepub.com/cgi/content/abstract/7/3/338 Published by: http://www.sagepublications.com On behalf of: Academy of Human Resource Development Additional services and information for Advances in Developing Human Resources can be found at: Email Alerts: http://adh.sagepub.com/cgi/alerts Subscriptions: http://adh.sagepub.com/subscriptions Reprints: ... Show more content on Helpwriting.net ... This article describes four organizational initiatives at Cornell University during the past decade and examines the approaches to OD that evolved to support them. The four initiatives and the OD strategies that evolved from them include (a) Total QualityManagement (process consultation); (b) Project 2000, an enterprise information technology initiative (sociotechnical systems development); (c) Workforce Planning (strategic OD); and (d) a Call to Engagement (collaboration and co–evolution). These initiatives and their corresponding strategies represent specific stages in the development of OD at Cornell. The four stages of OD will be described in the sections below. The examination of each initiative will include a summary of the context leading up to it, a description of the OD strategy that emanated from it, and a short commentary on the results achieved. The article concludes with some lessons learned from the initiatives and the outline of an evolutionary approach for OD in universities. Stage 1: Building Organizational Capacity Through Process Consultation The decision of senior management in 1993 to reconstitute the department of OD at Cornell University grew out of the need to integrate and centralize professional development (training), career services, and OD to support the university's total quality ... Get more on HelpWriting.net ...
  • 18. Organizational Development: An Overview ORGANIZATIONAL DEVELOPMENT 2 Organizational Development Introduction Organizational Management, the procedure which takes account of planning, organizing, leading and controlling the practices and efforts of the members and resources which are aligned with a particular organizational structure in order to get the hold of pre–defined organizational motives, leads to Organizational Development (OD) by employing several diagnostic models for OD within the undertaken organizational structure. The core agenda to be discussed in this analytical piece of writing is to analyze the impacts of strategic OD on comprehensive management and affirmed development of the companies. It can be evidently stated that all decisions, no matter how big or small they are, no matter they are needed to be made on specific occasions or on every day basis, and are for any particular organizational sector or are supposed to be effective for the entire firm, its managerial staff is required to be competent enough to frequently solve certain problems and consistently carry out and execute decisions that are for the betterment of the company (Hoover, 2008). It would not be correct to comment on which management style, theory or principle is right, wrong, or can best fit to all situations. There is an extensively vast literature on this subject. A number of credible scholars and academic researchers have carried out most effectively striking approaches for a particular organization which largely ... Get more on HelpWriting.net ...
  • 19. Organizational Development Organizational Development Organizational development is having the competence to recognize where a company is at currently and the vision of what a company could evolve into. OD is giving the company the tools to make it successful in the long run (Brown, 2011). Before this class I did not understand all the concepts associated with OD or how they could benefit me in the future. I now will be able to develop diagnostic skills to identify OD issues, problems, and opportunities; acquire the ability to apply OD knowledge to organizational situations, and identify organizational situations that require professional assistance, thus achieving my personal and professional goals. Part of OD is being able to anticipate the need for change. This... Show more content on Helpwriting.net ... They may have to take extra time to learn the systems and technology of the company. Time is something that OD cannot spare. There are many attributes that an OD practitioner must possess; Such as, honesty, attentiveness, and being able to listen (Organisation Development, 2012). These skills are coupled with an OD practitioner style. There are different kinds of OD practitioner styles. I will discuss each kind. The Pathfinder Style encourages companies to look at their most important issues using several strategies. They rely heavily on communication, not just on the part of the practitioner but between team members as well (McKendall, 1993). Member roles and group responsibilities are clearly defined to ensure accuracy and assurance. Leadership and authority is established to warrant any dissatisfaction or quandaries that arise (Brown, 2011). In my future endeavors as a human resource professional this style makes the most sense. It allows everyone to be open, but clearly outlines goals and authority. Another OD practitioner style is the Stabilizer method. The Stabilizer method is often used by employees of large corporations who are merely following someone's orders (Brown, 2011). The primary goal is to avoid making waves (McKendall, 1993). This method usually does not offer a high degree of effectiveness. In my opinion I would not use this method in a large or small corporation. I think it leaves employees ... Get more on HelpWriting.net ...
  • 20. Organizational Development Interventions Content Introduction..............................................................................................1 Organisational Development programs..........................................................2 Organisational Development Interventions...................................................2–5 Reasons for Intervention.............................................................................6 Implementation of OD intervention................................................................6 What HRD Managers need to do to combat criticism.........................................6 OD intervention in General Motors – A case study..........................................7–8 Conclusion.............................................................................................8–9 References..............................................................................................10 Introduction In view of the increasing level of competition, technological advancement, the advent of the post economic effect of recession and many other challenges of the twenty first century; ... Show more content on Helpwriting.net ... Establishments that wish to effect smaller changes will also need to focus on: management structures, personnel policies, operating policies, and workers skills. Therefore, it is imperative that an effective understanding of the organisation is made so as to identify its needs and problem. This is sequel to the type of intervention technique adopted. There are several intervention strategies that can be adopted. Several assumptions about the nature and functionality of organizations are made in the choice of a particular strategy. Some of these assumptions are: * The main building blocks
  • 21. of an organisation are groups (teams). Which therefore makes the basic unit of change to be groups and not individuals * A major relevant change direction is to reduce inappropriate competition between units of the organisation and fostering of a more collaborative approach. * Decision making in an ideal organisation is found where the information sources are, and not where a particular role or level of hierarchy is. * Organisations, smaller units of organisations and individuals perpetually manage their affairs against goals. Controls are transient measurements, and not the basis of managerial strategy * One nature of an ideal organisation is to develop open communication, mutual trust and confidence * People generally will support what they assisted to build. Employees affected by a ... Get more on HelpWriting.net ...
  • 22. Kurt Lewin's Theory Of Organizational Development 1.0Introduction 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 ... Show more content on Helpwriting.net ... (Ehrich & Hansford, 1999). If the mentee is one of the new employee, it is not possible for the HR managers to know and understand his/her personality. This might cause the unrealistic expectation from their mentor. Thus, it will affect the performance of the mentee because of the unrealistic expectation and goal. To the mentor, according to (Ehrich & Hansford, 1999), there are many potential concerns, for example, do they have the capacities required? Are they to be rewarder? How will they be selected? Other than these simple issues, those who are qualified and standout in the organization are already burdened by other job or task. It must be considered, what if they been selected to be a mentor, can he/she perform well? Is he/she able to engaged and commit to the new task given? To the organization, the first main concern is about budget. It is unknown whether the cost to do the program can be cover by the anticipated outcomes (Ehrich & Hansford, 1999). Other than budget issues, it is also a main concern of the HR managers, commitment from both parties. The mentoring program cannot be done if either one of the parties do not commit. It is a waste of time and budget. 4.0 ... Get more on HelpWriting.net ...
  • 23. Organizational Culture and Its Effects on Team Development... Individual Assignment: Organizational Culture and Team Effect Paper Explore how organizational culture develops and how it affects team development and effectiveness Organizational cultures develop over time thus the need to adopt and integrate valuable components towards realization of effective and efficient development of the organizational cultures. Understanding of the organizational culture is an essential aspect towards the achievement of quality culture with the aim of enhancing the output and development of the teams. In understanding organizational culture, it is critical to evaluate factors affecting the development of organizational culture within the context of an organization. Some of the critical factors influencing the development of organizational culture include purpose, processes, history, goals, objectives, size, social, and economic factors. An organization can adopt and incorporate various methodologies with the aim of achieving an effective and efficient organizational culture. The organization would first identify the organizational culture through vital definition. This is through administration of survey with employees as the participants with aim of identifying quality ways of executing interviews and focus groups. There is also need to determine the perceptions of the employees towards the values and organizational accepted behaviors. In order to maximize the process of identification of the organizational culture, it is ideal to hire external ... Get more on HelpWriting.net ...
  • 24. The Importance Of Development In Organizational... 1. Definition of HRD 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. HRD has enlarged its territory to individual development and organizational learning and development over time (Joo & McLean, 2006). Garavan (2007) explained that different HRD perspectives produce diverse individual, organizational, societal, and global outcomes. Adapting a multiple perspectives approach recognizes HRD's moving, complex, and contextual nature, resulting in the creation of a menu of intervention options and ... Get more on HelpWriting.net ...
  • 25. Organizational Development and Change Management Organizational Development and Change Management Change is inevitable and has become a way of life. To be able to adapt to the changes is the biggest challenge of organizations to–day, not only to survive but also to ensure its growth and help to remain relevant in the changing times. "Organization Development is response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of organizations, so that they can better adapt to new technologies, markets and challenges and the dizzying rate of change itself" – Benis The OD is a system–wide application of behavioral science ... Show more content on Helpwriting.net ... It also requires active collaboration and participation of employees and executives, working as team and frequent and sustained communication about the need for change. Certain activities need to be undertaken to initiate and manage change. The first activity is motivating people to change. People will be ready to change only when they feel there is need to change. People can be made aware of this change by sensitizing them to internal and external pressures for change, revealing discrepancies between current and desired state. Resistance to change can be tackled by communicating sufficient information regarding the change and outcome of change to the members of the organization. Organization members should also be directly involved in planning and change strategy. The second activity consists of building a vision were the organization wants to be. It describes the core ideology and an envisioned future which give a compelling reason for employees to implement the change. Political support should be developed by identifying the source of power and key stakeholders. Transition can be managed by activity planning, commitment planning and management structures. Sustained momentum of change is one of the crucial activities in changed management. The momentum for change can be sustained by providing the requisite resources for change, building a support system for
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  • 27. Organizational Change And Development Of Management Organizational Change and Development in Management Teresa Sjostrom When Leadership Predestines Failure: The Story of Blue Cloud Development Introduction 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... Show more content on Helpwriting.net ... In a Leadership Seminar this week, Mr. Skinner learned of the new Agile Methodology for improving the flexibility of the organization and shortening the release cycle of the product. Immediately feeling that this was the answer to the problems within his organization, Mr. Skinner hired external consultants and began to introduce the new methodology. The "After" The principles of the new "Agile" Methodology emphasize breaking up the traditional long–term software development cycle into several smaller iterations (or releases) of the product within short timeframes. (Douglas & Tech Trends, Inc., 2006) "These principles spoke to me on a very fundamental level," said Skinner. Realizing that the change in methodology would help his organization to better meet the organizational goals for Blue Cloud's development as well as propel them strategically ahead of their competition, Mr. Skinner hired a group of external experts in the Agile Methodology to get the process going. The current development structure at Blue Cloud was a traditional development environment, so Mr. Skinner set up a meeting with the organization to introduce them to the new methodology. At this meeting, he introduced a group of skilled consultants in the new methodology that were to lead the implementation. Mr. Skinner knew that the proper management of the implementation of the new Agile Methodology was going to take program expertise and a lot of training for ... Get more on HelpWriting.net ...
  • 28. Organizational Development and Change Organizational Development and Change 10 Introduction Change within an organization could be induced at 3 extensive levels, in the management of the environment associated with industry, at the organization level and at the workforce level, where change is going to be concerned with the activities of employees within an organization. Porter (1980) asserts that every level must be individually tackled. He illustrates key points and recognizes the role of traditional managers in controlling change at the respective degrees. Most of the contemporary research has corroborated the findings of Porter (Aniisu, 2009). At the very top most degree, the surroundings where the market is functioning is in target. The industry's environment is really a host to a company's rivals along with other vital elements affecting an organization which are externally induced. These types of factors play a huge role in affecting the rate or velocity in which change is brought in a business (Porter, 1980; Aniisu, 2009). This has great consequences for general supervisors who are to handle the actual timings of introducing change directly into an organization. Occasionally, the actual external environment can be favourable for testing new stuff and brining change initially and often the industry just welcomes change which has been attempted and adopted by other organizations (Porter, 1980; Aniisu, 2009). Possibilities have to be recognized by general supervisors to enable them to be used ... Get more on HelpWriting.net ...
  • 29. Organizational Development Paper Organizational Development Paper Jane Doe PSY/428 October 24, 2011 Instructor Organizational Development Paper 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 ... Show more content on Helpwriting.net ... To increase the effectiveness of proposed changes and improvements, organizations use multiple scientific methods and techniques. For change to be successful management must develop political support. This support is necessary because to initiate change management must have political power within the organization and outside of the organization. This power is often necessary to ensure a smooth transition during the development process (Authenticity Consulting, 2011). Organizational development of a business may appear to be an extensive and complicated process; however, given the right conditions the change can be almost seamless. To have successful change a crucial component is communication. Another condition that would assist with successful organizational development is preparing and conditioning employees for change. This is an area where communication is pertinent. A business that has effective communication with employees' with clients and with stakeholders will have an easier transition. It is important for employees to understand the changes taking place, why the changes are taking place and the role he or she has in the transition. Aside from communication, another crucial component necessary to ensure change is support. Without support, change would be impossible. Support from management is especially important because ... Get more on HelpWriting.net ...
  • 30. Organizational Leadership and Development 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 differences between Organizational transformation and Organizational development and are both planned change approaches. They are both supportive of changes to organizations to enhance their effectiveness. However, the change methods are different. Organization development involves slow ... Get more on HelpWriting.net ...
  • 31. Organizational and Professional Development Organizational and Professional Development Introduction 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). Social intelligence has gained popularity because initially a person's potential in life was measured using a single number which is his/her IQ score but since the introduction and accreditation of social intelligence, a person's potential in life can now be viewed with a multidimensional approach and it is said that each of the given key approaches of social intelligence can continue to broaden with time given the appropriate challenges, experiences and growth opportunities (Goleman, 2006). Social intelligence uses a set of skills which enables people to interact successfully with them. These skills are linked to communication in various ways. The skills are; situational radar, presence, authenticity, clarity and empathy. Situational radar relies on one's ability to read situation, understands the social aspect that affects the behavior of another person within the organization's society, and through gaining that understanding, the individual can decide to choose the most ... Get more on HelpWriting.net ...
  • 32. Organizational Development Of Samsung The chosen news article is the August 7, 2017 CNNMoney one about the head of the Samsung Company who is on trial where the prosecutors seek to have him serve a twelve year jail sentence for charges of corruption (CNNMoney, 2017). This particular article has successfully galvanized the three core concepts of organizational development. These include organizational climate, organizational culture and organizational strategies. Organizational culture is concerned with the deeply enshrined norms, values and characteristics that the members of the organization share. The organizational climate refers to the mood or singular personality traits of the organization that includes the beliefs and attitudes that bear an influence upon the members' aggregate behavior. The organizational strategies deal with how the organization identifies problems, negotiates change, plans action and makes an evaluation of its progress. These concepts of organizational development as per the aforementioned article make the basis of the contents of this paper. The article is about Samsung's Lee Jae–yong. He is the forty nine year old son of the ailing chairman of the Samsung Corporation, Mr. Lee Kun–hee. Professionally, he goes by the moniker Jay Y. Lee and is a South Korean business mogul and serves as the vice chairman of the Samsung Corporation. He is the eldest son of the Chairman of the company and is widely regarded to be the successor to his father. He multilingual as he can speak up to three ... Get more on HelpWriting.net ...
  • 33. Reflection On Organizational Development In reflection of this week reading I will address the issues found in my organization development (OD) setting. I will relate the issues of the OD to chapter five Fullan (2011), which holds key Insights to help future leaders become more confident than the situation warrants, but humbler than they look. Therefore, Fullan's (2011) suggest, "We as a change leader, must use our brain, cultivate a growth mindset in ourselves, be indispensable in the right way and maintain a prominent level of confidence". The issues found in my organization development (OD) setting were based on my analysis of employees across various departments. One of the issue was difficulty obtaining data to align with operationalize performance for continuous improvement. The problem rests with not only availability of data, but, more importantly, the strategic use of integrated data. Lack of strategic data integration and alignment are hindering individual and institutional success. The Christians In Life non–profit is experiencing communication issues among departments. The confusion his has led to a communications gap, and a great deal of speculation and 'guessing' about what is happening at CIL. The Institutionalization of solid business practices is lacking within the organization. New employees have little training on the function of the school and organization, which may delay employee productivity. Through the process of obtaining an organizational development plan I would suggest the Christian in ... Get more on HelpWriting.net ...
  • 34. Organizational Development Organizational DevelopmentPage 2 Organizational Development Organizational development is one of the most common yet most important terms in HRM and organizational behavioral studies. During this course, various strategies for developing diagnostic skills to identify OD issues, problems, and opportunities have been taught. However, it is important to understand how these skills can be applied in practical life, in order to understand their practical implications of this theory. Organizational development is a complex process with various definitions. One of the current definitions is "Organization development is a system wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of strategies, structures, and processes that lead to organization effectiveness" (Cummings and Worley, 2005, p. 1). Every organization has its own culture, values, mission, goals, processes, structures and dynamics. Some of them have a formal structure and are created and developed on purpose with intentions. Some of these formal structural measures are defined roles, job descriptions. Organizational policies and procedures, performance appraisal systems, departments, teams, segments etc. Others are less visible and seen only when they wreak havoc resulting in mysterious and unexpected consequences. There are unwritten rules which are hidden yet they rule the organization. Problems appear in organizations when a conflict between ... Get more on HelpWriting.net ...
  • 35. Organizational Development ( Od ) Organizational development (OD) refers to a process of enhancing personal and organizational change, and increasing the organization's effectiveness by using interventions that are driven by behavioral and social science knowledge (Brown and Harvey 2011).The main aim of organizational development in any given organization is to bring change that will drive the organization towards attaining effectiveness in its operations. Organizations need to change in order to become more productive, satisfying to members, as well as attain effectiveness. In other words, change is a significant aspect as far as an organization's life is concerned. For instance, the increment in customers ' demand, the presence of advanced technologies, and the demand... Show more content on Helpwriting.net ... Hence, Apple Inc. needs to analyze keenly the factors that are limiting it from attaining effectiveness so as to apply a relevant change that will solve such issues. However, organizational development seems to be stressful, hurtful, and frustrating for most people. Therefore, most employees tend to resist to organizational changes. As a result, organizations face a lot of challenges as they try to implement various organizational changes (Brown, 2011, p. 67). Organizational Development Challenges in Apple Inc. Like any other organization, Apple Inc. is facing a number of challenges regarding its efforts to implement new changes that can lead to effectiveness (Burke and Noumair, 2015, p. 198). It undergoes many challenges that need to be effectively solved before the organization attains effectiveness in its activities. The company is facing challenges such as difficulties in managing the performance of employees, incompetent and unqualified leaders, career development difficulties, employee resistance, and lack of a good communication network among others. Management of the performance of each employee in an organization is a great advancement towards the attainment of effectiveness. Apple Inc. is an organization that has rapidly grown over the last few years. Currently, Apple Inc. is operating in a number of countries such as America, Japan, and Europe among many others. Its products are trading worldwide. With the increment of the company 's operations, ... Get more on HelpWriting.net ...
  • 36. Organisational Development And Organizational Development The Organisational development article I have chosen gives context to Organisational development theories from early teachings to more recent academic research highlighting disconnect among OD researchers. The OD article is from the journal of applied behavioural science. Literature review explains shortcoming among OD research. I chose the OD article for the in–depth analysis of this subject from early theories to more recent models of practice. The author discusses the implications for researchers, practitioners, and teaching of OD as a subject. The authors of the OD article aims to give an in–depth analysis of which is of greater scope which is discussed in textbooks, journal articles and methods of early OD practitioners. The OD... Show more content on Helpwriting.net ... The OD article and the change article used literature review process to construct an argument based on their own research and research of other academics who study in the fields of Organisational development and change management. Both articles use a philosophical example to illustrate discourse among practitioners. Strengths: The Bushe's & Marshak article(2009) is a well–rounded analysis and has own previously published peer–reviewed articles referenced. Bushe (2009) cited previous work on appreciative inquiry which demonstrates expertise in in change and development in organisations(Bushe & Kassam 2005). Bushes research of dialogic OD has been considered to give clarity by linking modern OD theory in a coherent way (Bartunek & Woodman 2015). Armenakis & harris (2009) have developed a change model namely the five beliefs, which facilitates employees motivation to change(Jaros, S 2010). Employee focus regarding the implications of change was discussed, this issue was raised when Armenakis & harris(2009) discussed contextual analysis of an organisations redness to change(van den Heuvel, Demerouti, & Bakker, 2014). The authors of the change article discuses context of ethical change and belief this is an important consideration made by producing the five beliefs model incorporating readiness to change. The redness for ... Get more on HelpWriting.net ...
  • 37. Applying Organizational Development Ideals and Principles APPLYING ORGANIZATIONAL DEVELOPMENT IDEALS AND PRINCIPLES Josel A. Bonilla BUS 370 Nichole Vasser June 01, 2012 Abstract Having been through this course studying, organizational development. Looking back at organizational development principles that I can use in the future. There has been a great understanding of this topic. One thing that I have developed and understood is that organizational development is here to stay and in order for organizations and business to survive we must learn to adapt to change in the global economies. The following literature that will be applied will be an excerpt of my personal ideals, of how I will use organizational development processes to develop new ideals, new principles that will guide me ... Show more content on Helpwriting.net ... Although there always seems that issue that initiative to begin that change or ask for help to create that change, but after learning the different theories and techniques I understand how I can help create change for organizations in the future. To begin with Killion & Harrison (1990) once said "organization development...requires a planned approach to change based on meeting the needs of both the people and the organization." In other words if organization do not meet the needs of both the people that work the organization and the people that they serve then organizational development can not come to pass. When I think about the organization development process the first guiding principle that I would look at is how the interpersonal relationships in the organization are. How it affects individuals, work groups and teams. Then I think about adaptability of the organization by looking what the organization is using to communicate with its employees more effectively and its client base. For the reason that if an organization does not learn to adapt or be adaptable then the developmental change process will run into issues. Another thing that I would also look at what type of administrative challenges effect the organization, such as the way the organization is being ran and operated, what issues are plaguing the organization and its ... Get more on HelpWriting.net ...
  • 38. Development Of Definitions Of Organizational Culture And... 2. Literature Review The purpose of this chapter is to make readers comprehend the development of definitions of organizational culture and project management in different dimensions. And within the content of project management, the criteria of the success of project management will be demonstrated. Furthermore, the previous studies about the relationship between organizational culture and the success of project management will be referred to. Eventually, some problems unanswered on this filed or some gaps that missed by former studies will be indicated. 2.1 Organizational Culture A well–known fact that organizational culture is hard to define because of its complexity, and it seems that most of existing definitions are general and macroscopic. For example, organizational culture supplies members of organization with principles of behaviors with the help of essential, common values in the organization, and these principles are usually approved and accepted by internal members (Baird et al. 2007; Chatman & Jehn, 1994; DeshpandГ© & Webster, 1989; Narver & Slater, 1998; as cited in Cynthia Webster & Allyn White, 2010). And organizational culture means correspondingly fixed faiths, manners and norms that are agreed by organizational members commonly (Williams, Dobson & Walters, 1993; as cited in Catherine T. Kwantes & Cheryl A. Boglarsky, 2007). Organizational culture is also defined as "shared normative beliefs and shared behavioural expectations" or "a particular set of ... Get more on HelpWriting.net ...
  • 39. Organizational Development CRITICAL THINKING REPORT "Understanding the Impact of Organizational Change on Human Resources: The Roles, Processes and Challenges." ABSTACT Given the accelerating rate of global–scale change, organizational change and development have become more critical to organization success and ultimate survival. This report includes comprehensive discussion on the impact of organizational change on human resources. The discussion involves the roles of human resources when formulating and implementing the various approaches during change processes as well as the challenges faced by organizations for continual change. The changes proposed in this report are mainly focus on enhancing people 's commitment, motivation and inspiration due to the ... Show more content on Helpwriting.net ... Besides external–internal practitioner team, Karp (2004, 349) also acknowledged that the responsibility for change must be assigned to a broader range of internal and external stakeholders. In order to effectively manage change initiatives, a successful guiding team should involve the chairman, senior managers, board members, representatives from key customers, and even a union leader (Kotter 1995, 98). From the perspective of Kotter (1995, 98), it is necessary to include external stakeholder due to the fact that if the existing internal system is working well, there would be no need for organizational change. However, since the current system is inefficient, the change management thus demands activity outside of formal boundaries, prospects, and practices. The Change Processes There are many approaches available to facilitate leaders and managers to implement change. This report discusses the integration of people–oriented approach and sociotechnical systems approach to organizational change. It is important to note that the success of change more than ever depends on the people in organizations (Karp 2004; Lawler and Mohrman 2003; Brown and Harvey ... Get more on HelpWriting.net ...
  • 40. The Grid Model And Its Contribution To International... Question 1 This case is review of the grid model and its contributions to international organizational development. It talks about how Grid International design its learning process such that it combines leadership styles with self–convincing learning methodology that creates motivation to change and organizational development. The Grid has seven leadership styles that are based on varying concern for people and results. The Grid approach to change takes a four–step organization development process that builds a culture of mutual trust respect and candor through discussion of personal values, norms and behaviors against soundest behaviors needed to accomplish standard of excellence set by participants themselves. The process begins with individual development, then move to intact team development, group to group development and organization strategic planning. Grid international approach to organizational development is applied by many organizations around the globe. Question 2 Performance management performed by human resource leaders which aim at enhancing motivation and production exhibits trait of the sound ... Show more content on Helpwriting.net ... In this phase, there is the development of group to group relationships. Team to team conflicts are resolved and a cooperative relationship is build based on mutual trust and respect. Management and unions shared understanding of cross–functional roles and develop standard of excellence for working together. The standards of excellence for working together is the collective agreement between management and unions. The concept of strategic human resource planning is seen in the final stage of Grid approach to organizational development. In this stage where companies take full advantage of people common language, standards of excellence, and skills in place to undertake organizational wide strategic planning, it shows strategic human resource planning. Question ... Get more on HelpWriting.net ...
  • 41. Organizational Development : An Organization Organizational Development Introduction In today's fast changing environment, an organization needs an effective development strategy to cope with the changes, keep pace with external threats and all the while making the most out of its resources. Organizational development is a tool to assess, plan and manage growth and management. effectively achieving set goals. It is one of the most important components of change There are several factors that affect the success of an organization itself, including the knowledge and skills of employees, technology, customers, competition, and even the political environment. As a business owner, you should consider these factors, and more, and develop plans for business growth. Organizational ... Show more content on Helpwriting.net ... Organization can't survive if it is stagnant. A continuous analysis of what is wrong and what can be improved is required. Stages of Organizational Development: Organizational development is an ongoing process. Any organization goes through different phases and then repeats the cycle. Various analogies have been used to describe this cycle. Stage One: Inception or Birth This is the stage where an idea is conceived and a vision is set by founding father. Stage Two: Start–up and Launch/Childhood This stage includes planning, finding resources and applying them to materialize the vision. It is full of chaos, strategies are not formed yet and there is no set direction. Priorities keep on shifting as the goals are usually short term. Stage Three: Go–Go/ Adolescence This is the stage where things start to settle down. Organizational directions and goals are set and leaders are able to comprehend the need and structure of what has to be done to achieve the vision. Stage Four: Maturing By this point in the life cycle the organization is firmly established. Resources have been allocated and things are going smoothly. Goals are being achieved. Agreements have been made on roles and responsibilities and there is consistency in policies.
  • 42. ... Get more on HelpWriting.net ...
  • 43. Organizational Development Essay 1.| Question :| Define Organizational Development (OD) according to An Experiential Approach to Organizational Development:| | | Student Answer:| | Comprises the long range efforts and programs aimed at improving an organizations ability to survive by changing its problem solving and renewal processes. | | Instructor Explanation:| Organizational development is a long–range effort and programs aimed at improving an organization's ability to survive by changing its problems solving and renewal processes.| | | | Points Received:| 2 of 2 | | Comments:| You did a nice job with this question. | | | 2.| Question :| Which of the following is included as one of the important ideas in the text's ... Show more content on Helpwriting.net ... A hyperturlent environement. An increasing and changing set of competitors. Rapidly changing product lines. | | Instructor Explanation:|Management must initiate and create a climate that encourages creativity and innovation.| | | | Points Received:| 2 of 2 | | Comments:| You did a nice job with this question. | | | 1.| Question :| The three power tools to change a corporate culture are information, money, and resources.| | | Student Answer: | | True | | | | False (information, support and resources) | | | | Points Received:| 1 of 1 | | Comments:| | | | 2.| Question :| What is corporate culture? | | | Student Answer:| | Interdependent set of beliefs, values, ways of behaving and tools for living that are common in a community that they tend to perpetuate themselves, sometimes over long periods of time. | | Instructor Explanation:| Corporate culture is a system of shared values and beliefs that interact with an organization's people, structure, and systems to produce behavioral norms (the way things are done around here). It affects the behaviors of individuals by setting an interdependent set of beliefs, values, ways of behaving, and tools for living that are so common in a community that they tend to perpetuate themselves, sometimes over long periods of time. This continuity is the product of a ... Get more on HelpWriting.net ...
  • 44. The Realm Of Organizational Change And Development Essay In the realm of organizational change and development there is a standard model that is considered among most organizational development professionals to be the basic format for planned changed known as the General Model of planned Change. Essentially what organizational development professionals are dealing with is almost exclusively centered around planned change. That same type of planned change was present within the Sunflower Incorporated Company which started their planned change initiative in early 1989. The technology that the company was looking to change was the financial reporting system in order to have a new system that is able to compare sales, cost, and profit margins on a regional basis. The company decided to open a new position that was specifically targeted at maximizing the performance of the companies financial goals and they hired a new pricing manager by the name of Agnes Albanese who was in charge of conducting the internal pricemanagement initiative. While her ideas were perceived positively among the internal executive groups as a whole there was some pushback on the new pricing format. In Mrs. Albanese attempt to make the financial department more efficient and decided that all pricing and purchasing decisions should be made on standardized across all regions of the organization. Secondly, she mandated that all local price increases higher than 3 percent must also be approved through her and any contracts of local purchases that were higher ... Get more on HelpWriting.net ...
  • 45. Organizational Culture And Leadership Development Due to businesses becoming more and more universal, employees are progressively dealing with individuals who are divergent to them. Similarly, as organizations progressively generate business associations with organizations whose cultures are different, employees may work with others who hold different views of what establishes effective functioning in an organization, and what relationships are existent between organizational factors and workplace effectiveness (Kwantes and Boglarsky, 2007). Knowing the importance of leadership in modern–day organizations, it is not shocking that leadership development gets the biggest percentage distribution from training and development resources of most organizations. The part that organizational culture plays in the development of leaders is critical but often ignored. One motive for this is that managers responsible for leadership development efforts are so fixed in their own beliefs that those cultures are essentially invisible to them (Bal and Quinn, 2001). In his book, Schein (2004) aims at clarifying what culture is, how it affects the organization, how to understand and decipher it and how to act on it with culture change. From the book, this paper seeks to review organizational culture influence on leadership effectiveness, identify the elements of organizational culture, and discuss approaches and theories on leadership based on defined cultural typologies and subcultures. Organizational Culture Influence on Leadership ... Get more on HelpWriting.net ...
  • 46. Organizational Development and Device Managment, List of... Organizational development can be defined as a systematic process of planning in which to apply scientific principles and practice behaviour are introduced in the organization, towards the goal to increase individual and organizational effectiveness. Organizational development is related to device management of an organization with a method of bringing about organizational change and has a special approach which lays claim to being much more than just another recipe for change management. Organizational development has much in common with other approaches in organizations, it theoretically has a number of characteristics which are: A planned, Medium–to Long–term strategy. A systematic and systematic focus. Process–orientated focus. A ... Show more content on Helpwriting.net ... Intervention Methods – These are the selected ways of delivering the objectives of the intervention,particularly those concerned with bringing about change in people. Implementation and Evaluation – Depending on the methods employed,this can be a lenghty process.However,in order to determine whether it has achieved its objectives,and if not to identify further problems that need to be resolved,it is vital to monitor the success of this stage. Feedback – All boxes in the model are related to feedback. This idea shows that organizational development is not an exact science but in which the selection of appropriate goals and methods of intervention depends on the quality of diagnosis problems. 2.Intergroup Level(interventions): Intervention of this level usually included in an attempt to change perceptions and attitudes that keep groups for one another. 2.1. Intergroup confrontation – In this approach, two groups that have a working relationship conflict with a change agent to solve problems undertake two steps. The first step in this process is usually to groups that already meet ... Get more on HelpWriting.net ...