The Importance of Organization Development - Assignment Example

Organization Development Question 1. The organization development (OD) can serve several purposes which aim at the perennial success of the organization: Enhancement and development of the organization’s statement of purpose or vision statement of what is needed. To ensure that functional structures are working in line and together to achieve the organizational goals. Creation of good plans on how the organization will make its decisions on how the future will be achieved in a very successful way. Come up with ways of managing conflicts among groups, individuals and sites within the organization to allow the organization to function in a very proper way. To initiate ways in which the ongoing process and operation of the organization will keep on moving in a very good way. To initiate ways of coming up with a very collaborative environment which will enhance the effectiveness and efficiency of the organization Initiate a system of reward that that goes hand in hand with the organization goals To take part in the development of the procedures and policies that will propel the operations of the organization Coming up with ways of assessing the working environment, identification of strengths for the organization and reinforcing places where improvement and change are needed. Providing a helping hand and the needed support to the employees mostly senior employees who need coaching for them to do their work efficiently Assisting in the creation of systems for the provision of feedback on how each person performed and providing the necessary coaching where necessary. For many years now organizations have mainly based on the job will be done but not how it will be done as a result there would be very good progress inside the organization, however the organization strands high chances of being interfered politically. On the other hand, several organizations have always been on the outlook of award single efforts made by an individual rather than rewarding the entire staff and the employees so that they can be united and motivated, this enhances teamwork in the organization. Basically for any manager to come out successful with the organization he or she should change and start treating workers or the employees in a very respective way and as a result, the employees will also handle customers in a very good way, these changes will eventually result into the positive growth of the company. Employees change on how they treat customers is an external change and for it to materialize there should be a change internally (Reese, 1995). On the other hand, the change in performance in management model provides a clear balance on how this should be done and how they should be done to improve the workers' performance ideally this practice has been successful in dealing with the management in terms of the operatic side of the business with the aim of getting maximum results. However, organization development is normally driven by the need for effective change in the organization but this change has to begin with a change of individuals within the organization. The problem-solving model should always be put into consideration and it should also focus on the future. Change in the entire organization is meant to bring out a difference both internally and externally. Internally change must start from the management staff, meaning that the managers should come up with appropriate ways of dealing with the employees in the organization. Generally, managers should lead by example which is about the creation of a very calm and conducive environment for both the employees and the customers, this will allow the organization to grow and reach its mission and vision. Employees should also embrace change inside the organization by implementing their duties as expected of them; this will enhance the effective development of the organization and a quick realization of its goals (Allen & Thatcher, 1995). Employees embracing new changes in the organization will result in teamwork within the organization, therefore, this will enhance faster growth of the organization. The change should also be welcomed externally by both the society and the customers of the organization. How the society is handled by the organization and its employees matters a lot in determining the outcome of the organization's achievement. Question 2. Change in an organization's development undergoes several stages of change, which are very necessary for the effective change inside the organization. Unfreeze-creation of change and motivation is one of the several stages of change that any organization must embrace as preparation for change, which can occur in the organization at any given time (Fiedler et al, 1996). This process involved is called unfreezing which includes the resisting forces however there would be no changes that can ever happen in any organization if there would be a lack of motivation, but the motivation, on the other hand, has proven to be the hardest part when it comes to change. Several methods are put into practice by managers of the organization development and their consultant to unfreeze the organization system. In many cases the issue of lack of confirmation of present attitude within the organization is always put into consideration, creation of discomfort within the organization in order to motivate change also goes hand in hand with the unfreezing method of motivating change, the organization should also come up with proper ways of reducing barriers which may hinder change in an organization. An employee should also be provided with the relevant information concerning the early stages of change in the organization. Organization development is among the latest areas of interest for both professionalism and business. The professionalism of individuals has been acceptable in many organizations. Both personal and organizational concepts are the same. On the other hand, professional development plays a very important role in the development of individual effectiveness. Generally, when professional development and organizational development work together they enhance the fast development of the organization. Ideally, changes that can in the organization either as external or internal are normally the same, and sometimes changes can either be planned or unplanned, however before coming up with any form of change in the organization it is always advisable to come up with appropriate strategies and the expected problems which normally happens in the organization. A successful organization development has the following characteristics: there is much external, internal and environmental pressure for the organization to embrace change, willingness of people to carry out the diagnosis concerning the problem; there are people in the organization who deal with the strategy and they are always willing to carry hurting burden; the presence of leaders in the organization makes challenge taking easier; the line and the staff people always solve their problems in a very collaborative way and as a result they are always in a good position of managing the changes that come in the organization; the entire staff is always willing to take on the challenge in form of new relationships; the organization has put in place long term perspectives in dealing with upcoming challenges in the organization; there is the willingness to face the changes that come in the organization; the organization has come up with ways of rewarding the employees for accepting change and for improving the organization (Ellay & McCombs,1996). On the other hand, several factors have affected negatively changing in organization development. In many organizations, the bottom-up change in the organization is always provoke by employees, basically the managers may fail attending meetings or seminars, as a result, the employees will complain but they will not stop their leaders from coming up with the needed changes in the organization, on the other hand for any change to be initiated effectively, it should be endorsed by senior managers who are on board. In situations where change is created in very rigid places or organizations, dramatic change can prove to be difficult in embracing, therefore, this requires a very close examination and evaluation of steps that need to be followed to cope with the new change. In some situations, managers and employees in the organization tend to raise their expectations beyond the possibility; therefore change should be introduced at a slower pace to avoid unnecessary failures in the organization. The client relationship with the consultant should always be very good, but when the consultant attaches a very low and poor bond to either a group of clients or an individual it will result in a very poor effect of the change in the organization. Change can also prove to be very hard to embrace especially if the manager if trapped on one side of the organization, ideally the organization cannot work freely and cope with the new effect on change in the organization. Changing a single part of the organization can also prove to be hard or rather can hinder other systems of the organization to perform effectively, however for them to avoid this type of split different organizational systems into several units it should come up with swift measures from the very first day of formation of the organization which serves the entire organization as a whole. On many occasions, organization developments fail to come up with ways of dealing with behavioral structure and intervention of the structure, in this case, many behavior changes are brought by the structure intervention however the external environment should be tuned to new and dynamic changes of the organization. Managers should always try their level best to come up with appropriate ways of dealing with their emotions towards the employees and clients, in this case when the consultant will work about the feeling of the clients then most probably he or she will cause the organization to collapse (Alvarez & Emay, 2000). Sometimes managers and leaders of the organization tend to introduce change to the organization when it is not necessary or when it is not needed, as a result, the organization should part ways with the external consultant. Failure to seek a helping hand from professions before introducing change in the organization also makes the organization development to be in a very compromising situation when it comes to dealing with change, therefore before embarking on any form of change in the organization, the higher hierarchy should consult with the relevant advisers who are not both emotionally or professionally with the clients of the organization. Question 3. Action research has been embraced as the major dominant strategy of change in organizational development, however, the research calls for the participation of social practices and they are normally characterized by quick research social management. Appreciative inquiry is another dominant strategy which is employed in the organization development, ideally it mainly focuses on the acknowledgment and appreciation of the positive changes that have happened and those which will happen within the organization, however, this strategy illustrates how negative emotions, fear, and anger push for change in the organization but this does not really matter since the organization must focus on positives solutions. On the other hand, appreciative inquiry tends to ask questions in a very positive and in a way that is so constructive. Question 4. Changing of any organization involves changing the entire group of people which is a very hard task; however, the organization should come up with initiated ways of managing the human dimensions which normally happens during the movement of leaders from one organization to another. There should be the introduction of new technology within the organization however this must go hand, in hand with an immediate change from external sources that have an effecting impact people, products and the strategies of the organization. On the other hand the organization should embrace training, giving relevant education and come up with ways of developing the organization, generally during this entire process many systems in the organization will have to undergo several changes to cope up the newly changed systems of the organization, which will range from organizational, management, individual to group level. On the other hand, the change in several systems in the organization system has an impact on the immediate environment, basically, the introduction of new technologies in the organization means that the old techniques will be done away with, in this case, there would be minimal over-dependence on the environment. Question 5. Organization development works as a plan of increasing the viability of the organization, on the other hand, organization development makes one or the organization to be ready to face the changes which will come in the future, therefore, the organization is given the chance to plan and come up with the structure and strategies of dealing with the future challenges. Given the chance to use the organization development then I will most definitely apply it due to its intent of making one or the organization prepared for the future changes, and its idea of coming up with good strategies of dealing with changes that might come shortly. It will be more appropriate if I will apply the same idea in organization management before applying it in other fields. Works Cited Allen, Richard, & Thatcher, John. Achieving cultural change: a practical case study. [Research paper]. Leadership & Organization Development Journal, 16(2), 8. doi: 10.1108/01437739510082280. 1995. Print. Alvarez, R. C., & Emery, M. From Action Research to System in Environments: A Method. Systemic Practice and Action Research, 13(5). 2000. Print. Elloy, D. F. and T. McCombs. "Application of open systems theory in a manufacturing plant." Team Performance Management2(3): 15-22. 1996. Print. Fiedler, F. E., Bell Jr, C. H., Chemers, M. M., & Patrick, D. Increasing Mine Productivity and Safety Through Management Training and Organization Development: A Comparative Study. [Article]. Basic & Applied Social Psychology, 5(1), 1-18. 1984.Print. Reese, R. Redesigning for Dial Tone: A socio-technical systems case study. Organizational Dynamics, 24(2), 80. 1995. 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