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Organization Development and Change - Assignment Example

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The author of this assignment "Organization Development and Change" comments on the ways of the teamwork improvement. It is stated that OD entails activities that workers engage in to deliberately plan and implement strategies that increase an organization’s effectiveness and efficiency…
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Organizational Development.
Organizational development (OD) entails activities that workers engage in to deliberately plan and implement strategies that increase an organization’s effectiveness and efficiency in its endeavors. Non-profit and for profit organizations are constantly devising new ways of coping and handling changes that accrue from their areas of operation. Professional training, talents and skills possessed by individual workers are intrinsic to organizational development. OD is an aspect that involves individual commitment to embracing change and flourishing under the new circumstances and situations. Organizational development entails harnessing individuals’ personality traits that identify them as members of a team and using these characteristics to bolster the group’s potential and performance. Realizing the importance of OD is the key to effective and efficient problem solving within any department in an organization.
Ortiv Glass Corporation encourages and practices participative organizational design where the company’s branches and departments are encouraged to determine and implement their own designs. The company’s newest plant recently put together a top management team that was to act as a problem solving apparatus. The group consisted of competent, qualified and talented personnel who had demonstrated the ability to deliver quality results in their respective areas of expertise. Despite the group members’ professional qualifications, the group demonstrated difficulties and inability to execute their mandated duties and responsibilities. All of the group’s members perform exceptionally on their professional duties, yet their role as an elite problem solving group minimal or no results. The top management meetings are unproductive, and there is no follow up on agreements made at meetings (Cummings and Worley 104). Through the application of the core components of group design would work towards improving the group’s status, which would improve relationships among team members.
Incorporating task structure strategies into the group’s work design by delegating each member a specific task within the group’s responsibilities would improve their relationships. This would enable better coordination by individual members and give them more autonomy in terms of behavior and reactions to different situations within the group. Regulating group composition has the ability to effect significant changes to the group. This is due to the fact that group members who share a common ancestry in terms of ideology and belief in their purpose in the company’s objectives (Cummings and Worley 128). The functionality of the group is dependent on each member’s identity within the team and their perceived purpose and objective for the entire group. Promoting individual commitment and participation in the group’s overall objectives is the key to solving the problems plaguing the group.
In OD, effective interventions are characterized by systematic events and plans intended to help organizations improve their effectiveness (Cummings and Worley 151). Cummings and Worley postulate that these interventions work to disrupt the status quo that exists in professional work circles. This is achieved through the provision of valid information and available options to members, which helps members make informed and independent choices and contributions. Members’ non-professional knowledge and experience is vital to the functioning of the group and it should be encouraged at all fronts. These measures present the only viable option for group members to function and perform outside their professional mandate at an individual level and participation.
Work cited.
Cummings, T. G. and Worley, C. G. Organization Development and Change. London: Cengage
Learning. 2009. Print. Read More
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