...GROUP 1 THEORIES AND APPROACHES OF ORGANIZATIONAL DEVELOPMENT Classical Organizational Theory Four Principles: 1. Organization exists for economic reasons and to achieve productivity goal. 2. Scientific analysis will devise and orchestrate methods for production. 3. Specialization and strategic deployment of labor will maximize production. 4. Both employees and the organization act in accordance with rational economic principles. Bureaucracy Fundamentally the exercise of control on the basis of knowledge Division of Labor - each position has its own set of responsibilities Traditional Organizational Hierarchy - represents a top down organizational structure. Delegation of authority - work is distributed to a defined responsible participant. Span of Control- neutralizes workforce delegation in equal basis. Humanistic Organization Theory The theory of organizational humanism emphasizes the use of intrinsic motivation to grow personnel qualifications, thereby increasing the economic efficiency of an organization. This theory stresses the need to formulate management goals, which incorporate humanistic values. Open System Theory This theory drives a constant feedback cycle of lessons learned to drive continuous improvement efforts. - Open system is also known as constant volume system and flow system - A system which continuously interacts with its environment or surroundings. The interaction can take the form of information, energy, or material transfers...
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...employee within the organization or as an external consultant. Internal consultants are the members of the organization and may be located in the human resource department. They perform the OD role exclusively and combine it with other tasks such as compensation practices, training or employee relations. The internal consultants have a variety of clients that includes both line and staff departments. External consultants are not the members of the organization. They typically work for a consulting firm or are self-employed. External practitioners are generally hired to provide a particular expertise that is unavailable internally to bring a different and potentially more objective perspective into the organization development process, or to signal shifts in power. Internal consultants have an advantage over external consultants because they have ready access to and relationship with the client, know the culture of the organization and have insight about the root cause of the problem. Apart from this, internal consultant have vast amount of information, reports and direct observations. External consultants, however, have the advantage of being able to select the clients they want to work with according to their own criteria. The contracting phase is less formal for internal consultants and there is less worry about expenses, but there is less choice about whether to complete the assignment. During the diagnosis process, internal consultants already know most organization members and enjoy...
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...person, and whether the information is known or unknown by others in the team. I find it interesting because it is a simple and useful tool for understanding and training self-awareness, personal development, improving communications, interpersonal relationships, group dynamics, team development and intergroup relationships. In productivity interventions, Ishikawa Diagram or Fishbone Diagram is the topic that I found to be noteworthy. Through this diagram, you are able to think about possible causes and reasons leading to an effect or a problem and then find solution for preventing those problems. In the Ishikawa Diagram, you need to sketch it and indicate the needed causes, work the main and side causes out, check the completeness, weight the main and side causes in terms of meaning & influence, check the selected causes for rightness and then the team discusses about the solution. Strategy Maps is the remarkable topic under Strategy Interventions because it describes the logic of the strategy, clearly showing the objectives for the critical internal processes that create value and the intangible assets required to support them. Furthermore, it shows how the multiple measures on a properly constructed balanced scorecard provide the instrumentation for a single strategy. Organizations can formulate and communicate their strategies with an integrated system of approximately two to three dozen measurements that identify the cause-and-effect relationships among the critical variables—including...
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...ORGANIZATIONAL DEVELOPMENT RESEARCH Organizational Development and Change Park University November 2011 TABLE OF CONTENTS Page INTRODUCTION 3 BODY 3 Anticipating the Need to Change, Problem and Area for Improvement 3 Impact of Organization’s Culture 4 Client and Practitioner Considerations 5 Diagnostic Process and Data Collection 6 Overcoming Resistance to Change 7 Institutionalization Action Plan and Timeline 9 Action Plans, Strategies, and Techniques 9 Specific Intervention Analysis 10 CONCLUSION 11 REFERENCES 12 INTRODUCTION The 366th Dental Clinic is located within the Medical Group located at Mountain Home Air Force Base in Mountain Home Idaho. Lead by a fearless commander, the dental clinic main mission is to “achieve oral health to ensure readiness, achieve the best value and to achieve excellence in all they do” (strategic, 2008, p.1). Servicing over 100 gunfighters daily, they continue to strive towards the mark of their mission statement with every patient encounter. The 366th dental plays a vital role in supporting the mission for both the medical group and fighter wing mission. In order to do so, the 366th dental clinic not only services military members that are ready to deploy, but also those PCSing overseas, processing into the base, members...
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...------------------------------------------------- Cigarettes | | | | | | Armenteros Handrolled Cigars | | | ITC is the market leader in cigarettes in India. With its wide range of invaluable brands, it has a leadership position in every segment of the market. It's highly popular portfolio of brands includesInsignia, India Kings, Lucky Strike, Classic, Gold Flake, Navy Cut, Players, Scissors, Capstan, Berkeley, Bristol and Flake, Silk Cut and Duke. The Company has been able to build on its leadership position because of its single minded focus on value creation for the consumer through significant investments in product design, innovation, manufacturing technology, quality, marketing and distribution. All initiatives are therefore worked upon with the intent to fortify market standing in the long term. This in turns aids in designing products which are contemporary and relevant to the changing attitudes and evolving socio economic profile of the country. This strategic focus on the consumer has paid ITC handsome dividends. ITC's pursuit of international competitiveness is reflected in its initiatives in the overseas markets. In the extremely competitive US market, ITC offers high-quality, value-priced cigarettes and Roll-your-own solutions. In West Asia, ITC has become a key player in the GCC markets through growing volumes of its brands. ITC's cigarettes are produced in its state-of-the-art factories at Bengaluru, Munger, Saharanpur, Kolkata and Pune...
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...It seemed like a good idea at the time Templeton: Hardware, Caravans, Landscape Solutions Done by: Lim Shu Min 32436051 Ong Kwei Huat 32432753 Teo Shi Qi 32349853 Tay Mei Ling Samantha 32441947 Table of Contents Executive Summary3 Introduction4 Current and Desired State4 Diagnostic Tool5 SWOT Analysis5 Force Field Analysis6 Concept Fan8 Recommendations9 Process Based Structure9 Integrated Strategic Process11 High Involvement Organization12 Knowledge Management System14 Conclusion15 Appendix16 References22 Executive Summary Australia’s biggest hardware chain, Templeton Hardware acquired two reputable businesses in caravan and landscape but what they did not expect was a shortage in sales. Using the old strategy for their new business had an adverse effect. Other factors like structure and human resource practices also contributed to the negative results. The 3 diagnostic tools; SWOT, Force Field Analysis and Concept Fan are used to identify primary and secondary problems in Templeton case study. Primary problem in this case would be poor structure. Secondary problems are the lack of product knowledge, high employee...
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...“OD is an effort planned, organization-wide, and managed from the top to increase organization effectiveness and health through planned interventions in the organization’s “processes,” using behavioral science knowledge.” (Cummings & Worley, 2008). In other words, it is a systemwide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures, and processes that lead to organization effectiveness. Organizational Development theories can be differentiated into two main categories: Change process theory i.e. How does change take place? and Implementation Theory i.e. How can change strategies be put into practice? Change process theory helps the managers to learn how organizations improve and change. According to Lewin, there are three distinct and vital stages of change. The first one is ‘unfreezing’, a reduction in the strength of old values, attitudes or behaviors. The second one is ‘moving’, a process of change in thoughts, feeling, behavior or all three, that is in some way more liberating or more productive. And the last one is ‘refreezing’, the stabilization of change at a new stage of equilibrium. Without refreezing it is easy to backslide into the old ways. Implementation theory concerned with how specific intervention strategies are designed and carried out. “An intervention is a set of sequenced and planned actions or events intended to help the organization increase its effectiveness...
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...Organization Job Training and Development Crystal Conix HCS/341 Decemeber15, 2011 Tamara Hancock MBA, SPHR Organization Job Training and Development In this essay about training and development, facts provided about training and demonstrated in development for the employee in the health care system related to education that associated with planning and wealth. In today organizations, managers provide training resources and programs to create a stake in their employee’s performance. In different business managers guide, and strengthen their employees to get the best performance when come to their ability to do their job. However, training, and development for the employees, it usually associated with each component, and with the knowledge of physically training and development. When companies try, training, it is to develop and improve the skills of employees to perform his or her tasks and improve their understanding of the job (Industrial Relations Policy Statement 2008) Everyday health care technology improves and develops the employees with the ability to provide service for their customers. Training and development also plays a vital role in the health care system. Health care corporation; maintain awareness of an employee to identify their learning process by using the technology and resources to develop and understand the concept of his and her strength. In every aspect of education and training, it depends on how useful...
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...Term paper on Organization Design and Development Topic: Organization is like a child and it requires continuous nurturing. Prepared for: Md. Musharrof Hossain Course Instructor, MBA Program, School of Business United International University Prepared by: Name Nahid Akter Nupur Ayesha Chowdhury Trisha Riaz Ashekin Joty Fahmida Mahbub Preyanka Dey ID. No. 112 122 009 112 123 039 113 122 006 112 122 022 112 122 003 MBA Program, School of Business United International University Date of Submission: March 22, 2014 To Md. Musharrof Hossain Course Instructor School of Business United International University Subject: Submission of term paper on ― “Organization is like a child and it requires continuous nurturing” Dear Sir, We are the students of MBA department and eager to submit our term paper on ― Organization is like a child and it requires continuous nurturing, as a requirement for the course of Organization Design and Development (HRM 636). We would like to inform you that we took great pleasure in preparing this term paper. We have worked hard, concentrated on our work and tried level best to prepare this term paper. We have gained a lot of knowledge while preparing this term paper and enjoyed it. We tried to submit the term paper within specific time period and we apologize for any possible mistake. We are looking forward to get your kind acceptance of this term paper. Yours’ sincerely, On behalf of the group: Riaz Ashekin Joty ID# 113122006 ...
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...Organization and Leadership Analysis Garry Simmons Western Governors University Table of Contents Organization Overview……………………………………………………………………… 3 Organization Description……………………………………………………………………. 3 Leadership Practices………………………………………………………………………… 4 Relationship Between Leadership and Organizational Culture……………………………... 5 SWOT Analysis……………………………………………………………………………... 7 Organizational Strengths……………………………………………………………………. 7 Organizational Weaknesses…………………………………………………………………. 8 Organizational Opportunities………………………………………………………………... 9 Organizational Threats……………………………………………………………………….10 Leadership Evaluation………………………………………………………………………..11 Leadership Strengths…………………………………………………………………………11 Leadership Weaknesses……………………………………………………………………... 13 Recommendations for Leadership Development……………………………………………. 14 References Organization Overview This organization and leadership analysis will include an in depth review of leadership practices and the relationship between leadership and organizational culture. I will perform a SWOT analysis of my selected organization as well as a leadership evaluation of the leader I have selected to analyze and I will provide my own recommendations for leadership development. The organization I have selected is a pain management clinic and the leader I have selected is the Medical Director. My goals are to improve on my own leadership style by learning and implementing a management style as well as techniques...
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...BASIC ELEMENT FOR SUCCESS: BASIC ELEMENT FOR SUCCESS Prepared by Thomas Zachariah, Master Trainer -BICS Academy A GAME WITH ENGLISH ALPHABETS Slide 2: A= 1 B= 2 C= 3 D= 4 E= 5 F= 6 G= 7 H= 8 I= 9 J= 10 K= 11 L= 12 M= 13 N= 14 O= 15 P= 16 Q= 17 R= 18 S= 19 T= 20 U= 21 V= 22 W= 23 X= 24 Y= 25 Z= 26 Prepared by Thomas Zachariah, Master Trainer -BICS Academy Put the ordinal values to the alphabets Slide 3: 3+15+14+6+9+4+5+14+3+5=75% So confidence will do a lot for your success but it is not the only thing for it! Prepared by Thomas Zachariah, Master Trainer -BICS Academy CONFIDENCE Slide 4: 7+21+9+4+1+14+3+5=64% See it plays a big role in success but it is still less than CONFIDENCE! Prepared by Thomas Zachariah, Master Trainer -BICS Academy G U I D A N C E Slide 5: 8+1+18+4+23+15+18+11=98% !!! Nearly 100% !!! But still 2% is lacking! .Let’s see other essential features for success, then. Prepared by Thomas Zachariah, Master Trainer -BICS Academy H A R D W O R K Slide 6: 11+14+15+23+5+4+7+5= 84% So important in your life but…? It is not the only thing to for a winning life, isn’t it? Prepared by Thomas Zachariah, Master Trainer -BICS Academy KNOWLEDGE Slide 7: 12+21+3+11=47% Indeed, it is a below average feature to contribute for success but many rely on it ! Prepared by Thomas Zachariah, Master Trainer -BICS Academy LUCK Slide 8: 16+15+23+5+18=77% Power can be anything in life, but it too is not the aspect to gain success. Then… what? Prepared...
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...MZUMBE UNIVERSITY (CHUO KIKUU MZUMBE) PRINCIPAL AND PRACTICE OF HUMAN RESOURCES Course: MASTERS OF SCIENCE IN HUMAN RESOURCES MANAGEMENT. Instructor: DR. MTEY Name: ALLY MIRROW Mobile: 0717/0756-782834 QUESTION TWO (a) What contribution does training and development provide in the effort to improve performance? (b) Why should managers prefer administering a training needs assessment before embarking on training as a solution to performance problems? TABLE OF CONTENT 1.0 Introduction 1.1 Concept of Training and Development 2.0 Contribution of Training and Development 2.1 It helps to increase productivity of the employees 2.2 It helps in increasing the job knowledge and skills of employees at each level 2.3 It helps in inculcating the sense of team work, team spirit, and inter-team collaborations. 2.4 It leads to improved profitability and more positive attitudes towards profit orientation. 2.5 It helps in increasing job satisfaction. 2.6 It helps to greater productivity and quality. 2.7 It helps in improving the morale of the work force 2.8 Lead to the less scrap or spoiled work and less accident. 3.0 Concept of training need assessment 4.0 Why prefer Training need assessment? 4.1 It helps to identify the gap between employees and job requirement 4.2 It enables to find out which employees and group will need training. 4.3 It helps to understand the requirement of the training (Present or future) 4.4 It helps to assess the cost and benefit...
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...CHAPTER 4 Organization development process- consist of sequential activities that lend to the actualization of needed corrections, revisions, adjustments and transformations w/ the end goal of optimizing organization effectiveness *Organization development Process Contracting an OD Relationship * Identifying organizational issues * Determining the client * Selecting and hiring a qualified & Appropriate OD Professional * Process Consultation skills – are those aimed at helping the clients discern, understand, diagnose & act on situations in org environment * Developing an OD contract *Organizational diagnosis- systematic approach of determining & examining the exact nature of the problem, identifying and underlying causes, & providing basis by w/c solution can be presented. Diagnostic Models * Analytical Model- interdepartmental issues in marketing, finance, production, human resource & technology * Emergent-Group model- studies behavior in work, effectiveness of teams * Management Consulting Model- analyzes six significant factors in organization (Planning, staffing, organizing,, directing & controlling) * Socio-technical model- social and technological interaction in the environment Diagnostic Process * Identify the possible problem areas * Gathering relevant data & information * Classifying, analyzing & presenting gathered data to the client * Specifying target clients * Selecting...
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...325 Military Intelligence Battalion Organizational Development Consultant Recommendations Nicole L. Anderson BUS300 Organizational Development 13 February 2016 325 Military Intelligence Battalion Organizational Development Consultant Recommendations Executive Summary As part of an Army wide reduction in forces, the 325 Military Intelligence has directly been affected by the military’s Forced Restructuring Initiative. The initiative has reduced and realigned its forces to meet current and future national security requirements. As a result the 325 Military Intelligence Battalion has experience a reduction in 16 position and a duty description change for 10 of its current employees. The following is overview of the action plan and my findings and recommendations. The two major areas that I analyze are Human Resource and Training and Operations. It was also necessary to ensure that all employees understand how the new structure will align with the organizations current core operations. Success depends on how well everyone in the organization understand the change process The Lewin’s Change Model and McKinsey 7s Model was used to facilitate the change process. The Lewin’s Change Model consist of three stages, Unfreeze, Change and Refreeze, which we used to manage the change and implement a schedule to reach our goal of 100% hire rate by May and 75% of employees trained by June 2016. Motivation for Change The motivation for change is based on the Army initiative...
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...OD Implemented in Starbucks 1 ORGANIZATION DEVELOPMENT IMPLEMENTED IN STARBUCKS INDIRAN MBS141104 LEE YEW HOONG MBS141102 CHONG KUEN SOON MBS1133 CHIA WI PEAW MBS141106 MOHD FAIZAL MBS141114 SEM I 2015/2016 UBSE1123 – Session 01 International Business School, UTM Lecturer Name: Dr Harcharanjit Singh Submission Date: 05th Dec 2015 OD Implemented in Starbucks 2 Table of Contents 1.0 Introduction ............................................................................................................................... 3 1.1 Problem Statement ............................................................................................................... 3 1.2 Challenges ............................................................................................................................ 4 1.3 Opportunities ........................................................................................................................ 5 2.0 Industry Background ................................................................................................................. 5 2.1 Relevant to Issue .................................................................................................................. 6 3.0 Organization Background ......................................................................................................... 7 3.1 Historical Background .............................................................................
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