.... How would you define “organization development”? Answer: Organization development is a series of planned behavioral science intervention activities with the purpose of increasing the effectiveness of the system and developing the potential of all individual members. OD efforts are planned, systematic approaches to change that are carried out in collaboration with organization members to help find improved ways of working together toward individual and organizational goals. 2. How does OD differ from a single-change technique such as management training? Answer: OD represents a systems approach that is concerned with the interrelationship of various divisions, departments, groups, and individuals as interdependent subsystems of the total organization. A single technique such as management training is aimed at changing individual behavior, whereas OD is focused on the larger goal of developing an organization-wide improvement in managerial style. OD uses many different techniques and no single technique represents the OD discipline. 3. Identify and demonstrate the uses of the psychological contract. Answer: Psychological contract involves the expectations on the part of individuals and organizations to which they belong or in which they take part (i.e., work). Each side must understand that such a “contract” exists and that unless these expectations are met, there will be conflict. 4. Explain the difference between pivotal and peripheral norms. Answer: Pivotal norms...
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...100 employees. Most of our customers are employees from an automotive support industry who just announced they are relocating to Mexico. The relocation of this company will hinder our sales as well as our organization. My goal is to analyze the challenges our organization will face using OD principles and how would I apply OD principles in order to ensure the continued operation of my company. As our world changes amongst us, we have to evolve with it or we will find ourselves evaporating as a whole. That is where using the OD principles can help us to break down the problems that we are facing and help us to find either solutions or be on the road to finding solutions to make sure that we make it through these challenges. The first step of the principles suggests that changes to the organization and change relies on value based decisions. Using the value based decisions I would get together with the managers and supervisors of each department to gather their ideas and opinions. Getting everyone on the same page to understand what the actual story is and what is going on will help to eliminate any rumors that may lead to misunderstanding about where we as a company want to go with this change. The second step is to build collaboration with our clients. This can be as simple as putting up signs or simply talking to all of our customers as they come in, about...
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...The famous Heraclitus once said, “The only thing constant is change.” Many of us do not like change due to the uncomfortable feeling of the unknown, we enjoy our routines, or lack of confidence in ourselves. Change is an inevitable force, and affects all people, creatures and things. Organizational development is one miniscule aspect of social, corporate change that I find quite fascinating. I never knew what it was founded upon. After reading Burnes and Cooke’s article on “The past, present, and future of organizational development: Taking the long view,” I learned that organizational development has such a variety of components to it, and didn’t realize the complexity that lied within the topic. There are so many layers that we must get through to fully understand the true meaning of organizational development. The most interesting to me were that training groups were the building blocks of organizational development, the criticisms it faced, and participative management that encompasses OD. Training groups were formed to focus on personal growth and self-development (Kaplan, 1986; Mirvis, 2006). It is quite helpful to organizations to use such groups because it’s much easier to observe a handful of people within the organization than the entirety of it. This could have been good for my current employer, Volt. Volt is currently undergoing a reorganizational change and there are many drastic changes that have been occurring. The “transformations” to be made should be aligned...
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...OD Application: “Changing P&G” Abstract Proctor and Gamble is known as one of the largest consumer product companies in the world. With over 170 years of business experience they have also become one of the world’s largest manufacturer of home cleaning products. (Brown 2011) P&G invented branding in the 19th century: since then it has acquired products and companies like wildfire, from Cover Girl, to Pepto Bismol. (Business Insider. 2014) Throughout this paper we will examine whether P&G integrated behavioral, structural, or technological change strategies throughout the re-formation of the organization. We will examine whether or not they used all three strategies to effectively change the cultures and ideology of the employees throughout the process. OD Application: Changing P&G How do you think institutions, corporations, and organizations deal with changing times? Some of the most successful institutions, corporations, and organizations have set in place change strategies. Many companies ask advice from OD consultants; the consultants go into their organization and review processes and data so that a change process can be chosen. Then after a change process is chosen by executive management, the change begins. A company by the name of Proctor and Gamble was started by two brothers, Mr. William Proctor and Mr. James Gamble. The two brothers first started out with a little candle and soap shop and then decided to combine both of their crafts. (Business Insider...
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...Organization Culture Wilmington University IST 7060 Summer 2014 05/30/2014 Abstract In the present competitive global market, every company runs with the help of its own culture. It can be observed that most of the employees in the organizations will be working approximately some forty hours every week on a regular basis and the culture of the organization will affect the work lives of the employees along with the personal lives. Organization culture has long become a factor in the success of the company. For the purpose of uniting the employees that come from various demographics, a shared organizational culture will give a better understanding towards each other and this in turn will lead to better communications among the team and causes less conflict between them. Culture of the organization is also involved in the motivation of employees and makes them loyal to the organization. Loyalty becomes a major factor as the employees will become more eager to contribute for the success of the organization. Keywords: Culture, organization, employee ORGANIZATION CULTURE Introduction Employees in each and every organization talk about the culture of the organization and organization culture is nothing but a term that gives the qualities in a work environment. In fact, organization culture is very difficult to explain, but one can easily know when a right employee has been found who will fit in to our organization culture. The employee will just feel right for that work...
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...Organizational Change in Today's Business “Developing Organization Change Champions” an article written by D.D. Warrick developed an insight on how organizational change should take place. Throughout the article Warrick explains how individuals can develop, train, and utilize change champions or professionals at conducting change and developing procedures that will allow them to persevere through these changes. Throughout article, the reasons that organizations should change is also a topic of discussion and is done so to validate comprehension of the change process, and the stages associated with it. He also discusses how they fail and optimize their potential at success during the changing process. In nearly every organization that exists globally, there are changes in which they faced consistently with the operation of business. These changes occur within their “missions, strategies, goals, cultures, processes, systems, practices, technologies, who owns them, and who they own, and in some cases even their core values” (Warrick, 2009). It is imperative for them to change, so that they may keep up with the concept of organizational change that faces them and allows them to be successful. These changes are present at all levels of the organization. Typically, changes reflect in more ways than one can imagine. “Organizational change is the process by which organizations move from their present state to some desired future state to increase their effectiveness” (Jones, 2010)...
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...sons. He had finally gotten everything figured out, although that one collision changed everything. At one point in the movie the setting was placed in a bar where Doyle was debating in whether to have a drink or not. This only occurs after the hearing that he was 20 min late for because of the collision on the F.D.R. The hearing was pronounced and Gavin begs him for the file that had the power of appointment in it back. Doyle Gipson's life is so different from Gavin Banek's, their social status;s are opposite. Doyle is a insurance seller that is normally associated in a lower income life style. Doyle pursues to change that fact, by buying a home for his wife and two sons. The only reason that pursues him was his need and want in changing his life to better accommodate his family. His wife had decided it would be better for she and her sons to move to Oregon. To change his wife's decision Doyle stops drinking,and get approved to buy the home. The banker announces that Doyle was approved...
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...Essay Ali J Leadership & Team Dynamics Word count : 1830 29th March, 18 The purpose of this essay is to provide the company XYZ with a full analysis which would later provide them with the ability to innovate as their recent changes have not been affective. This company already engaged in a transformational process where the key concept was to elevate to their responses for the rapidly changing nature of the markets and the industry, also considering what the customer preferences are, how can they be creative and stand out by implementing flatter structures as well as cross functional teams. Although they changed their leading process they still didn't get the change they were hoping for,...
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...How Organizations Are Reacting to HRD Change Author Note How Organizations Are Reacting to HRD Change Change can be a difficult concept to rationalize, especially when it comes to organizational change. Just imagine that an organization or institution has been operated in a certain way for a long time and now all of a sudden there is a feeling that change is needed. There could be fight back coming from both leadership and employees. Sometimes people get into a comfort zone and they feel there is no need for change. This is especially evident if it is a common thought that the organization is doing well. So why would you need change if you feel you are doing well? The main reason is that pressure from increasing competition, globalization, technological developments, and other forces has created an environment that rewards organizations that are capable of identifying trends and issues and responding quickly to them (Werner & DeSimone, 2012). With this thought, it is imperative that organizations are able to make the changes necessary to remain competitive and strive in challenging times. The important aspect of change is how the organization plans for the change. The organization needs to use planned interventions in order to ensure that the change is having the original positive impact. An intervention, or intervention strategy, can be thought of as the plan in which the organization intends to improve the organization and how it intends...
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...The Ways Nestle Managed Its Environment Over Time Nestle used different ways to manage its environment. It did this through expansion of the product offering, expansion of the customer base, and by developing lower-cost ways to make and sell products. Early on, Nestle managed its environment by expanding into new markets, in both developing and emerging nations. As trade barriers fell, the CEO of Nestle Barbeck-Latmathe seized the opportunity and decided it’s the right time for Nestle to expand geographically into the developed and emerging markets such as those in Eastern Europe, India and Asia. By doing this, Barbeck drove Nestle’s performance dramatically, taking into consideration the massive number of potential customers in these regions and the enlargement in Nestle’s customer’s base. In the 1990’s; Nestle managed its environment by acquiring other companies. The companies which Neslte acquired at that time included U.S. food companies Carnation, Buitoni Pasta, Ralston Purina, Dreyer’s ice cream and Chef America, the British chocolate maker Rowntree, the French bottled water company Perrier, and the Mexican food maker Ortega. It is noticeable that Neslte regards acquisitions and efforts at diversification as logical ways to supplement their business. Nestle only acquires food making companies, the business it has special knowledge and expertise in. After all, Barbeck’s intentions were to customize these products to suit the tastes of customers in different countries...
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...A Raisin in the Sun Act III-A Lesson Learned In the final scene in “A raisin in the Sun,” some very important and much needed lessons are learned. Life changing decisions are made and for the better. In the last scene, Walter calls Lindner over to agree to take payment in lieu of moving into the all white neighborhood. Walter, as usual, can only think of money, and in his mind believes the large payoff from Lindner will be well worth selling out his family’s pride and honor. Lena decides, as Walter’s mother, to force his son Travis to stay to witness this life changing moral decision, in hopes that Walter will come to his senses; to everyone’s surprise he does. Walter looks into his son’s eyes and can’t sell his family short with his son watching. He decides to do what is best for the family’s morale rather than do what will put money in his pocket. That one decision shows the enormous lesson learned by Walter and how he changed. Character: The characters are well illustrated for us by the way they speak, their actions, and reactions to things. It is clear that Lena (Mama) has very little education and comes from a different time than the others. Ruth and Walter, the next generation, are slightly better spoken but still lack the educated speech that Beneatha and Travis, even younger, display with their current educations. Mama (Lena) is described as a big, strong woman, which is shown by how she reacts to the other characters, steering them the way she wants and mothering...
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...is based on constant teaching and learning and the required power of empathy, which bring an increase level of sensitivity to signals changing. The main idea here is to identify change and its associated opportunities in order to become the competitive one and the only one. I am very much agreeing with change and how one can change the rules and not compete head-on. We have to take a look at case by case models of change and understand the quantifiable rate of production. Let’s take for example: the smart car or electric car. If we all agree, it makes sense for the environment to accept a smaller “smart car”, and we achieve 100% adoption as consumers, what happens to the tracking industry and the delivery of our consumptive goods? Are we now willing to transport goods because we have to transport them into smaller containers with less power? Can you imagine a smart car next to a diesel 18 wheeler? Are we willing to sacrifice the safety of our families for the cost of the maintenance of the environment? People are fundamentally selfish and will not voluntarily create a sea change unless they are forced to do so or unless there is no choice. Companies can identify the need to change with the associated opportunities to become the only competition but without government intervention to drive the change at a local global effort, the results are depressing. Blue Ocean is a fantastic way to look at familiar environments in a new way to find competitive edge. Unfortunately, companies...
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...after intervention completion january 2013. Intermediate 18 months after intervention completion july 2014 Long term 3 years after intervention completion january 2016.) The intervention will incorporate each of Kotter's (2007: 99) eight steps to leading change. The first step is to establish a sense of urgency. We will examine the market and discuss with the client the reality of their competition in order to get them to reprioritize. There are many major opportunities and potential crises that HDMC needs to be aware of but without motivation and commitment of the organizational managers the effort will go nowhere. The next step is to form a powerful guiding coalation team. Our cunsulting team will find the right number of people with good energy, level of trust, and strong authority to lead the change effort. This group will be trained to understand and not underestimate the difficulties of producing change and to also work together as a team. The following step is to create a clear vision and express it simply. This step will need to be acomplished by creating a vision that motivates people in the right direction. The vision needs to be easy to communicte and also inspire not only the people participating in the actual changes but also the stakeholders. Communicating the vision is our next step. This is where the team pulls together and communicates what needs to be done simply and honest. The fifth step is to empower others to act on the vision. HDMC...
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...Running head: SCOTT MORTGAGE Scott Mortgage James Jones Organizational Behavior 14 June 2010 Abstract This paper discusses the nature of change in a mortgage lending firm. It takes a look at the reaction to change from the employee and organizational view points. The characteristics of Ethical Intensity are reviewed as pertaining to the decision making process. It identifies the Decision Making Model and Approach to Change that Scout Mortgage used in revamping its human capital structure. Nature of Change The 21th Century has ushered in several factors that have been the catalyst for a dynamically transforming environment. Scout Mortgage, a loan mortgage broker since 1999 (Hellriegel & Slocum, 2009) has experienced the bullish and the bearish economic environment. In a work environment, the typical factors of change are driven by technological advancements which enable global-market-reach or globalization. With the increase of information technology and global communications, the world is communitively smaller. Any situation that affects a local market can be transformed into a national or international issue. The domestic housing sector economic downturn along with other Wall Street unethical and irresponsible actions have not only lead to a national but international recession and market collapse. In the case of Scout Mortgage, the technological advances have changed the way the company’s Loan Officers conducts business. Technology has automated a lot of task...
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...In 2006 I was face with making a major decision in my family’s life and changing it as they knew it. Like in the reading this week I had to go through the decision making of what I had to do to make changes and if they are what is best for me and my family. My wife and I have been working in the family business for 14 years and we were working 7 days a week, was this what I wanted for the rest of my life or my family’s life…No, that being said, I identified and diagnosed the problem I was facing. I worked on many alternative solutions, like hiring more help at my passion, changing hours, and lastly a different profession. But after evaluating the alternatives there was no way that I could change the hours, also there was no way that addition people could not be hired, which left the changing in professions. This is when I made the choice to look for a new job, but they were hard to come by in my rural area. I would start looking for a job in my area and also out of the state. I found a position in Atlanta GA and then the big part of this decision was moving my family away from the only life they ever knew. My wife and children have never left Pennsylvania for more than a week in there whole life. We packed and moved 800 miles and after 6 years and looking back it was one of the best decisions that I have...
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