Organizational Development - Research Paper Example

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Organizational Development Name of the Student: Name of the University Abstract The study has decided to shed some light on various facets of organizational development (OD). Key objective of the study is to recommend OD intervention strategies for an organization which can improve its performance in the long run…
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"Organizational Development"

Download file to see previous pages In the last section, the study has recommended OD intervention strategies for the organization in order to improve its performance. The research paper has also suggested evaluation technique which can monitor the efficacy of recommended OD interventions for the organization. Table of Contents Table of Contents 3 1.0 Introduction 4 2.0 Literature Review 5 2.1 Organizational Context 5 2.2 Theories of OD 6 8 3.0 Organizational Needs 10 4.0 Impact of Environmental and Internal Issues on OD 10 4.1 Labor Pool Diversity 10 4.2 Technological Advancements 11 4.3 Global Expansion 13 4.4 Ethical Standards 14 5.0 Recommended Intervention 14 5.1 Human process based intervention strategies 16 5.2 Techno-structural intervention 17 5.3 Socio-technical intervention 17 5.4 Organizational transformation (OT) 18 6.0 Success Factor for Recommended Intervention 19 7.0 Evaluation of Recommended Intervention 20 8.0 Conclusion 21 Reference 22 1.0 Introduction Gone are the days when organizations can stay at top of both organic and inorganic growth by banking on first mover’s advantage in sustainable manner, in hypercompetitive modern business environment, a particular organization need to be flexible and ready to change in order to keep going. The concept of organizational development (OD) was postulated by research scholars almost 50 years ago. According to supporters of OD, the concept can be used solving pertinent issues of change management for a modern organization as like other neo-classical concepts like business process improvement, business process re-engineering, organizational life-cycles and total quality management (TQM). According to Holland and Salama (2010), OD can be described as sustainable and one way improvement of activities for an organization. The scholars’ duos have also pointed out that, implementing OD process is a challenging task for an organization due to reasons like, First- the organization needs to breakdown its structure in partial or complete manner in order create room for newly implemented system, Second- the organization needs to adopt resource hungry intervention strategies in order to ensure efficacy of the change management process and last- the organization needs to influence its internal and external stakeholders to align their interest with common mission and vision statement of the change process. Holland and Salama (2010) have found that interaction of organization with the external environment decides the dynamics of OD process. Interesting fact is that, academic scholars state that OD is an initiative of top management to develop mid level and lower level organizational members but there are examples where employees develop themselves without seeking intervention from top management (Mulili & Wong, 2011). The concept of job security has changed after the recession during 2007-2009 and sovereign debt crisis and organizational members are enrolling themselves to flexible and lifelong learning process in order to remain employable in changing and harsh economic environment. Therefore it has been observed that employees are embracing various facets of OD process such as, off-the- job education, on-the-job training and many others. Now the question is can an organization improve its performance by using the theoretical framework of OD. Well, answer of this crucial question is the key essence of this research paper. Contextual analysis of OD process ...Download file to see next pagesRead More
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