Application and Principles of Organizational Development - Essay Example

Introduction The organization presents numerous challenges that are regarded as the threat to develop the structural organization. These challenges may be as the result of internal or external constraints that limit the success in organizations. Various organization offer distinguished structures in completing the tasks accorded within the market. The difficulties faced are eliminated through careful planning and selection of the right managerial organization and structure. The desire to contribute to effective management has been the tools applied by companies to increase their performance within the competitive market. Organizational Development has been defined as the measures applied to improve the condition witnessed in organizations to create avenues that drive improve performance. To define the aspect of OD, there must be a careful analysis of the term and an understanding achieved of the essence that contributes to organization formation. When persons are linked with the motive of achieving a similar goal, an organization is formed, and the challenges affecting the performance may be brought through varied differences existing in the setting. However, the OD principle requires careful planning and implementation through a selected strategy managed by qualified organizational members (McLean, 2006). There should be a set of principles governing the aspect to ensure efficiency is achieved and the process completed under satisfactory conditions. With these measures applied and adhered to, the organization may witness tremendous changes towards adjusting to positivity in goal achievement. However, without set rules to create positive choices within the organization, there may be minimal progress realized in the quest to achieve the desired result. There should be careful planning and consideration of strategies to be applied to achieve an effective result in generating progress. The application of carefully strategized OD would help to create the avenues to improve both personal and organizational development towards goal achievement. Principles for achieving effective Organizational Development The OD principle relies on careful planning and application of selected channels to ensure the change is achieved on the desired platform. Without careful consideration of these development principles, there may be limited progress achieved in developing the necessary ideology in completing the company policies (Locke, 2009). The company or persons may be considered to achieve change and development through accidental measures that may not be predicted. OD implementation need to be predicted to accord the necessary values needed to achieve a defined change. The implementer needs to have precise knowledge of the scope of change desired to reach their goals. There are six leading principles considered to lead to effective OD process. These are placed to create the avenues needed to lead to elevated performance within an organization and develop the attributes to define a wave that creates a witnessed change. To achieve the goals within the organization, I would consider applying these principles to achieve the development targets. With the applied principles, the OD aspect is achieved with minimal struggle while integrating each active member who thrives towards the similar goal (McLean, 2006). Moreover, these goals have been considered vital for effective application of the OD goals. The listed principles to achieve effective OD strategy have been integrity, versatility, commitment, renewal, empowerment and integration to create avenues needed to achieve a massive change in developing goals. The integrity principle should be implemented in both organization and the people to promote a positive relation within the organization. The integrity principles enable full participation of the members to drive stability within the organization and deliver a high performance system. Integration has been termed to increase the effectiveness through involving increased members of the organization towards achieving similar goals. The motive of the principle is to incorporate values and strategies needed to deliver an increased approach towards delivering the results witnessed in the organization. The aspect is applied to determine the success of other principles because the effect is accorded on the need to deliver a synchronized strategy towards a positive outcome. However, poor management and the reluctance of the system to curb corruption and fraudulence cases witnessed negate the principle. The commitment principle explains the willingness of the members to fight for a developed goal. The organization should offer the necessary and effective measures that boost commitment between the members. A poor system would fail to favor development with limited conditions to offer progress desired in delivering an effective result. The aspect works in a collateral measure because not only are the members committed towards achieving organizational process, but the system should also be committed to offering the best value for the group. The meetings to achieve OD have been created to question the commitment entity and the desire for members to adjust the mentioned entity. With the right participation and the recorded turnout in meetings, the organization realizes the commitment extent in the members. The organization should set strategies to elevate the principle to generate added participation among the available stakeholders. The organization and the members available should be empowered towards success. The company should set the mandate towards the achievement of higher success and create the limit to achieve increased results. The company should set the conditions to achieve the success needed to contribute to the goal achievement process. An empowered group would offer minimal challenge to the organization in the desire to apply the best strategies in generating effectiveness. On achieving the empowerment principle, versatility is achieved. The aspect ensures responsiveness, spontaneity and innovativeness on individuals and invents measures to achieve the developments with minimal supervision and complications. The aspect ensures the goals are achieved in the desired manner and on a sustainable measure. The performance of the organization is maintained on an elevated front to reduce on limited developmental procedures, and ensure the organization is based on constant changes in adjusting to the fluctuating market trends. Most organizations, in most cases, apply change measures upon realizing a flaw and this involves an extensive consultation and accuracy problem (Wheatley & Organization Development Network, 2003). However, with versatility, the members and organization realize an automatic trend in adjusting to a positive change that ensures production and creativity are maintained on an elevated scale, and with minimal supervision. The renewal process that ensures the staff is regulated to promote effectiveness in the organization determines the leading principle of any OD regulation process. Cummings & Worley (2009) explains that the process ensures measures are reinvented to deliver satisfaction to the principles needed in presenting satisfaction and goal achievement. All of the principles need to be strategized in an effective manner to deliver the needed success. The integration principle ensures the deliverance of sustainable results for the organization. The elements chosen to contribute to the development of the values to lead to OD are presented to the organization through variable channels. These are either, in the assisting values in technology, or the expertise needed to be employed in the organization. Integration incorporates the right aspects to deliver a combination that is considered the right measure to deliver sustainable and prolonged results. Why apply OD Organizations are subjected to changes that threaten the achievement of the set goals and this limit the witnessed progress needed to achieve results. OD strategies are the measures that ensure the goal desired is achieved without increased constraints. To achieve the fete, the organization should understand the reason why the implementation of the strategy requires sustained policies (Jones, Brazzel & NTL Institute for Applied Behavioral Science, 2006). The OD improves overall effectiveness of the organization and limits the spread of leading setbacks. The fete recognizes the role of management in delivering success and development towards adjusting to invented policies that improve performance. Furthermore, a bottom up strategy is acknowledged in contributing to effective results within the organization (Amitabh, 2009). OD is applied to change the organizational strategy to a more productive condition. The entity may also affect the relationships of individuals within the organization and should be applied on every aspect that forms the organization. To change the participation of an organization, there should be a positive relation created that focuses on individual improvement (Amitabh, 2009). Once the individual performance is elevated, their ability and functioning within the whole organization is achieved. A similar contribution is witnessed in a region and finally the entire nation. Once the motive is achieved, the organization is capable of adjusting to the changes within the established region. This factor ensures prolonged sustenance in the competitive market (Carnevale, 2003). An example is witnessed in the soft drink industry where Coca-Cola has strived to maintain the leading market share. The company eliminates competition through intensive research on consumer behavior and implementing strategies to maintain brand preference. With an effective OD structure, the management is capable of inventing advertisement measures to include strategies to market the brand effectively. The element is applied to ensure that the organization thrives on the established environment. With the necessary measures invented to promote effectiveness, the organization is expected to overcome challenges in competition or inadequate supply of the services. Through applying the mentioned principles, the organization is developed based on a careful procedure that handles the listed constraints. OD ensures the policies are fulfilled and generate individual satisfaction that holds a paramount effect on the functioning. An effective OD strategy teaches the members on the necessity of applying values and roles that deliver improved results. The team players are taught on the necessity of driving improvement in situations that restrict policy achievement. Effective OD application To implement the process, there needs to be careful selection of strategies and application of a professional incentive to enact the policy. A qualified OD professional may be employed to undertake the procedure and deliver the needed progress within an organization. These consultants are invited to the organization to oversee the challenges witnessed. The application of expertise is vital in ensuring a more qualified individual implement the strategies needed to present improvement. Rothwell & Sullivan (2005) suggests that an internal and external consultant may be used to ensure the OD principle is implemented and in the correct strategy, that breeds efficiency towards the policy achievement within the organization. The internal consultant presents more advantages as compared to the external because they possess vital knowledge of the organization and are capable of issuing a stable diagnosis of the problem realized. The adjustments needed to yield adequate production and an eternal consultant may sometimes better implement improvement within the organization. The choice in the consultant to be used in completing the OD process depends on the scope of the problem realized. If the company wishes to make prolonged adjustments to the administration and operational activity of the organization, the external consultant may prove vital for the process. The advantage of using the eternal consultant over the internal consultant lies in the scope of activity completion. The employees may also be more trusting to the external consultant as compared to the internal consultant due to the possibility of the revelation of the organizational policies. The decisions made to change the structure of the organization need to be based on positive generation of ideas. The consultant needs to offer concrete and fair solutions that are vital towards according permanent solutions to improve the performance of the organization. An effective OD application process is presented to the organization to create a system that complements the goals set by the organization. These structures are set to boost performance and assist those in managerial positions in completing their duties. On setting up the system, the individuals are accorded the opportunity to realize development towards the organization. The procedure should be placed in a position to cater for all the problems witnessed in mission completion. Moreover, an effective OD process helps in offering the needed incentives in driving development within the members and offering feedback on individual progress. With the right strategy applied in predicting the scope of the problem to be solved, the solution is granted on the presented measures to deliver solutions to presenting an effective OD measure. How effective is OD An effective OD structure delivers strategies needed to offer solutions to the problems in administration and performance. The organization is accorded the opportunity to increase production and improve efficiency through the OD attribute. The leading provision would be to boost convenience and improve efficiency within the organization. The manager is accorded the opportunity to eliminate conditions that waste resources, labor and expertise. OD reduces work conflict and leads to equitable distribution of resources as duties are tasked equally to the group members. The desire by management to improve the performance of the organization has been extended to the expense applied in creating OD strategies. The result ensures reduced expenses in curbing the existence problem that may be more expensive. The process serves as a better strategy to limit the development of future failures that create difficulty in increasing production. The aspect leads to the coordination and corporation of the available skills and labor to complete the OD task. The entity requires an additional effort to contain the adverse effects of poor OD process. Conclusion I believe that the OD strategy has been accurately applied in delivering success to an organization. In improving the result in performance in an organization, the first procedure would be to follow the principles needed to achieve OD that is realized to contribute to positive production. With an effective structure, a consultant may be employed to oversee the completion of the problem. Moreover, the research indicates that the condition in OD presents measure to yield improved results. References Amitabh, M. (2009). Organisation Development: Principles, Process & Performance. Global India Pubns. Carnevale, D. G. (2003). Organizational development in the public sector. Boulder, Colo: Westview Press. Cummings, T. G., & Worley, C. G. (2009). Organization development & change. Australia: South-Western/Cengage Learning. Jones, B. B., Brazzel, M., & NTL Institute for Applied Behavioral Science. (2006). The NTL handbook of organization development and change: Principles, practices, and perspectives. San Francisco, CA: Pfeiffer. Locke, E., A. (2009). Handbook of principles of organizational behavior : indispensable knowledge for evidence-based management. Chichester, Sussex ; [Hoboken] : John Wiley & Sons McLean, G. N. (2006). Organization development: Principles, processes, performance. San Francisco: Berrett-Koehler Publishers. Rothwell, W. J., & Sullivan, R. (2005). Practicing Organization Development: A Guide for Consultants. Hoboken: John Wiley & Sons. Wheatley, M. J., & Organization Development Network. (2003). Organization development at work: Conversations on the values, applications, and future of OD. San Francisco: Pfeiffer. Read More