Organizational Development Case Study

My research identified important aspects of organizational development. Organizations need to develop jobs that are not only productive, but provide challenges that promote employee enthusiasm, (Lawler, 2003). Challenges are required to prevent monotony and job dissatisfaction by providing encouragement and thinking skills that can contribute to employee satisfaction, (Lawler, 2003). Organizations should develop positions that require a team application versus the solo work environment, (Lawler, 2003). Jobs that require team intervention build comradery within the group establishing pride in the finished product, (Lawler, 2003). Through team application, each member has a stake in accomplishing the goal, (Lawler, 2003). Feedback is vital in insuring productivity and

Rewards also reinforces the bond between the organization and the employees through promotion, retention and recognition, (Lawler, 2003). Reward programs insure longevity with core employees and incentives to attract new candidates, (Lawler, 2003). Relationships are essential in establishing a positive and productive atmosphere. The result of this research has identified the need for organizations to improve job development not only in a productive sense, but to improve the working environment for employees, (Lawler, 2003).

Keywords: relationship, challenges, value, rewards, communication, intervention

The Human Side of Organizations

The author states the importance of organizations to provide challenges when developing jobs, (Lawler, 2003). Many jobs lack these critical challenges leaving employees less likely to remain with the company, (Lawler, 2003). Factory positions are renowned for monotonous repetitious work that provides no stimulus for productivity. According to the author, Lawler, (2003), scientific management is a dead end. This type of application for job