BUSINESS PLANE
(Name)
(Institution affiliation)
(Date)
ORGANIZATION DEVELOPEMENT INTERVENTIONS
Introduction
In many upcoming companies, there is a raise in demand organizational development intervention with relevant knowledge to practice. Planned actions and process of events that are intended to increase that effectiveness of an organization. When interventions are introduced in an organization, they to some extent interfere with the status quo. When one is performing training on organization development interventions, it is important to consider various factors. Whether the intervention that has been selected in relevant to the organization. The presenter also needs to find out whether the knowledge on the intervention is credible. The presenter therefore engages himself in an applied research on real life situation. It is important to define what organization development mean. This is any practice that improves an organization and its process of problem solving (Western, 2010).
In the presentation the presenter will need a projector and a pointing pen. He will also need a computer to make his presentation effective. He should be audible enough for effective communication. Understanding the interest of the organization and the interest of the audience will also be very significant. The strategy that has been selected and planed should bring about change in an organization. The approach to change should be collaborative. The interventions should to a great extent enhance and improve performance. The entire organization development should rely on values that to some extent humanistic about the organization and people. A system approach should also be presented by organization development.
Among the most effecti...
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...ely, for changes and organization development strategies to be achieved, one should have clear understanding of the role that needs to be played. While training on OD-interventions therefore, the interest if the organization and the problem affecting it need to be well understood. This will help to a great extent in effective presentation in an organization.
References
DeKler, M. (2007). Healing emotional trauma in organizations: An O.D. Framework and case study. Organizational Development Journal, 25(2), 49-56.
Western, S. (2010), What do we mean by Organizational Development, Krakow: Krakow: Advisio Press
References
DeKler, M. (2007). Healing emotional trauma in organizations: An O.D. Framework and case study. Organizational Development Journal, 25(2), 49-56.
Western, S. (2010), What do we mean by Organizational Development, Krakow: Krakow: Advisio Press
Conner, Michael G. “Coping and Surviving Violent and Traumatic Events.” Crisis Counseling. 24 Aug 2011. Web.
The “Trauma” is a. It doesn't eke itself out over time. It doesn’t split itself manageably into bite-sized chunks and distribute it equally throughout your life. Trauma is all or nothing. A tsunami wave of destruction. A tornado of unimaginable awfulness that whooshes into your life - just for one key moment - and wreaks such havoc that, in just an instant, your whole world will never be the same again”(Holly Bourne, The Manifesto on How to be Interesting).
A learning organization is a developmental model leaders use to help their organization do three key things: (a) know what to do, (b) do what it knows, and (c) expand its capacity to learn new things and act on that new knowledge (Garvin, 2000; Senge, 1990)
a Humanistic Approach to Trauma Intervention. Journal Of Humanistic Counseling, Education And Development, 46(2), 172.
The prevalence of trauma of all types is widespread throughout much of the world and includes trauma from accident, child abuse and neglect, domestic violence, political conflict, war, or other human struggles. The many faces of bullying, hatred, economic insecurity and oppression (racism, sexism) leave a steady stream of survivors carrying the burdens of fear, anxiety, rage, and physical illness.
...S. R. (2003). Vicarious traumatization, secondary traumatic stress, and burnout in sexual assault and domestic violence agency staff. Violence and Victims, 18(1), 71-86.
... middle of paper ... ... Retrieved from Senia: http://www.senia.com/2007/09/24/5-specific-techniques-from-positive-psychology-more-productive-more-successful-happier/. Retrieved on 10/20/13. Network, F. R. (2010-2013). Trauma Abuse Treatment -.
Poels, Y., & Berger, J. (1992). Groupwork with survivors of domestic violence. Taylor & Francis.
Necessary Behavioral Mental Health intervention does not end at the point first responders have successfully contained the actual crisis. The ongoing need for Behavioral Mental Health services will continue for an extended length of time when a traumatic event such as that depicted in the scenario occur. A copious number of individuals will have ...
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
The coaching as image of managing is supported by Organizational Development (OD) theory. According to Beckhard (1969), the OD approach is planned, top-management committed, aimed to improve the effectiveness, long-term, action-oriented, focused on groups and teams. Each of these characteristics could be seen in interventions during the implementation of the change in British Airways.
Besides that, OB can serve managers, leaders and customers’ purposes. To begin with managers who have to expand their information about the attitude and group’s behavior to improve the organization work environment and to create a business plan to have a successful organization. First of all, managers can build a better workplace by recognizing the challenges that face any organizations because of some strategies that used in business environment. For example, one of the challenges are that having a cultural diversity in organization, so managers can build the organization with different cultures which help to encourage employee to do their job well and communicate with others in appropriate way. Secondly, managers can measure the effectiveness and efficiency; also, they can identify the strength and weakness of the organization. According to national institutes of health, Organizational effectiveness is about each individual doing everything they know how to do and doing it well (NIH, 2004). Moreover, OB offers ways that provide ways in how managers can trust their employees’ potential and using a reward system to enhance employees’ performance. OB is helping the managers on providing some strategies such as indentifying problems by searching and gathering information to have an accurate decision.
Schiraldi, G. R. (2009). The post-traumatic stress disorder sourcebook: A guide to healing, recovery, and growth. New York, NY: McGraw-Hill.
Introduction Emotional Labor (EL) is defined “as managing emotions through surface or deep acting by following organizational display rules in return for a wage.” (Hochschild 1983). Task performance and strategy is increased through EL and it has impact on administration of service. Strategies displayed by frontline staffs in service roles may increase bad outcomes by activating negative idea like emotive dissonance and self-alienation.
French, W. L., & Bell, C. (1999). Organization development: behavioral science interventions for organization improvement (6th ed.). Upper Saddle River, NJ: Prentice Hall.