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Organizational development analysis paper
Principles of change in organizational development
Principles of organizational development
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- An organization is made up of a group of people who work toward achieving a common goal. Development is a continuous process which enhances one’s effectiveness and sustainability. Organization development (OD) together as a term means the ongoing systematic process which leads to better performance and sustainability of an organization as a whole. It plays a vital role in bringing desired changes in an organization. It helps in making the management aware of the changing environment affecting the business. It is a planned effort that effects the organization on a wide level. The process of organization development is managed by the top level management. It helps the individual members to keep themselves updated with the changing environment; …show more content…
It is a broader concept n focuses on increasing the overall effectiveness of the organization in all aspects. OD is very important in all aspects. OD is very important in today’s business scenario for an organization to maintain its competitive edge over other.
2. How does OD differ from a single-change technique such as management training?
- OD together as a term means the ongoing systematic process which leads to a better performance and sustainability of an organization as a whole. A single change technique is a technique which is undertaken to bring out a particular change in the concerned field. An example of such technique is management training. Organizational development differs from a single change technique in the following ways:
a. OD covers a very broad aspect of change as compared to a single change technique which focusses on a particular change.
b. OD impacts the organization as a whole whereas single change technique just implies on a particular area.
c. OD is an ongoing process whereas a single change technique does not take place once the targeted change is
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Leads to mutual satisfaction between both parties i.e. the organization as well as the employee.
f. Develops a level of mutual understanding between the employee and the organization.
4. Identify and explain the five stages of organization development.
Stage 1 – Forecast the need of change
This stage starts from the point when the manager feels that there is some change required in the organization. The reason of the change required can be due to various reasons like external environment, etc. For organizational development to take place it is important for the manager to be sensitive.
Stage 2 – Developing a client relationship with the OD practitioner
Once the first stage gets completed and it is decided to move further, an OD practitioner joins the system. The client will be the organization or individual who requires change. It is a vital part of the process to develop a proper client-practitioner relationship.
Stage 3 – Diagnosis by the practitioner
This is one of the most important stages in the process because wrong diagnosis can lead to unnecessary cost and inefficiency. The practitioner along with the organization gather related data and diagnose the problem to device required strategies and plan of
One element of change that is important to note is that change can be either
Babies come into this world with physical, and emotional dependencies to others and learn about the world around them, including about themselves through early human interactions. The role of the parents is to provide a solid, supportive foundation to facilitate interactions creating a secure, loving environment for the child to grow. At the core of the infant’s healthy social development is the mother-child relationship. Parenting style and how well the mother respond to child’s sensory social signals, effect child’s aptitude to bond to others including to their peers. However, other factors are important, such as father involvement, mother’s mental state and peers support.
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Change theory is directed at improvement processes and helps to identify the strategies for process change and it allows the use of theory for the incorporation of strategies, plans, and evaluation. Furthermore, it supports and reinforces the individual efforts of colleagues during the change process. It also allows for risk taking in assuming the role of change agent.
Change as defined by Thompson (2010) is “a process through which people and organizations move as they gradually come to understand and become skilled and competent in the use of new ways.” Change is not a process that happens in just one day. It is something that takes time to build and strengthen amongst an organization. The people involved in the process of change need to have the same goals and have the same clear ideas; this so they can be in the same mindset and be able to work together towards success. Communication is crucial during the process of change to facilitate the work for the people involved in the organization.
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To help staff understand the complexities of the early phase of organizational development. The manager must provide a clear understanding of the purpose of the organization to the employees. Emphasizing the importance of recognizing the direction the company is going and how its methods of working can be improved. Plus, explaining the identification of general objectives would lead to the clarification of responsibilities and purpose at each level of the organization. When a manager discusses these issues with his team, he is encouraging ownership by the employees. (Moore, 2004)
For a company to be successful it is important that it has very good organization. Organization can be defined in many different ways. Bateman and Snell define organizing as assembling and coordinating the human, financial, physical, informational,
The goal of organizational change management is to create a prosperous work environment through strategic change and applying those changes through the people side of management. Organizational change management is a branch of handling the outcome and strategies of new business processes, changes in organizational structure or cultural changes within a company. There are multiple components in understanding the techniques and goals of Organizational change management. The first part discussed will be on setting goals for an organization as it can be a complex process because if aimed too high, the goals will most likely not be attained and performance will deteriorate.
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One of the first scholars to describe the process of organizational change was Lewin (1974). He described change as a three-stage process that consists of unfreezing, moving and freezing stage. During the unfreezing stage the organizations become motivated to change by some event or objective. The moving stage is like implementation when the organization actually makes the necessary change. Furthermore the freezing stage is reached when the change becomes permanent. Organizational change has also...
Understanding the structure of an organization plays a vital role in laying the blueprint for how a company will be managed and organized. It provides a well-defined framework that outlines the roles and responsibilities of each employee in a particular company. It shows how each employee interacts and works one another in achieving the goals of a company. In other words, organizational structure is a reflection of the working relationships that govern the workflow of the company. It has a profound effect on a company’s structural dimensions, which includes formalization, specialization, hierarchy and centralization.
Learning is defined as a measurable and the act or the process of acquiring a relatively permanent change in a behavioural tendency through knowledge, skills and experience. People learn in their lifetime. The learning process continues throughout our life and it is the first step in becoming an outstanding performer. In today’s rapidly developing world, if you do not keep learning, you are not standing still, you are falling behind. This is not only applied to individual, but also for the organizations. But here comes the questions: Is individual and the organization can learn? In order to answer this question, we need to imply the use of the theories and ideas and also discuss how the culture, group and emotion of the individuals or organization will affect the learning organization.