BUS370: Organizational Development
Insructor: Jerry Spight
May 6, 2013
Organizations are companies and industry that have been created out of need or a vision and the desire to provide services or a product to a certain group of people. The intentions of organizations as time lapses can be transformed because of trends that are forming, and the change in economy or maybe because needs change. Change is inevitable in all things and is necessary for development. Due to these reasons organizational development is needed in organizations. This brings us to the fact that with today’s constant changes in the world, organizations have chosen to use what is known as Organizational Development (OD) to help assist in the creating of a more effective and healthier organization and the promotion of personal growth and development which is the result of systematic change. Our professional and personal lives are continuously being affected by change. Change allows us to be able to use the different types of strategies to achieve our goals in life whether they are personal or professional. The research that I have done on OD processes will help to enable me in my present job and also in my future with professional goals that I choose.
“Organizational development is defined as an emerging discipline aimed at improving the effectiveness an organization and its members through a systematic change program (Brown, 2011). We are in a unique time when it comes to organizational development, technology is pushing the envelope of what is possible; change is the operative word, according to Craig R. Seal (2002). He also states that there is a new group of “knowledge workers” who are not satisfied with what is known as traditional management technologies. Business requires constant change to be able to maintain a competitive advantage in manpower, profit, production and even with shareholders returns on investment. Many different factors influence how an organization will implement change; new technologies, new innovative intentions, projects that are team-based, and even competition of the product they produce. Organizations due to these influences have to develop techniques and strategies that will be aimed at improving the overall effectiveness of the employees and the organization. Where I am employed they are constantly changing pricing to try to increase sales and bring in more customers. These changes are to balance out with what other rental companies offer their products for. They have also changed in house how we are able to follow up with past customers by implementing a new system for making sales calls. They say this will better help us to keep track of who has rented from us and who we may call to invite back into the store to rent from us again.
Fletcher and Taplin’s written work discusses six very distinct and very predictive phases that can take an organization through three developmental stages; preadolescence (entrepreneurial and directive), adolescence (coordinative and delegate), and adulthood (teamwork and alliance). The first stage being the entrepreneurial is the start up and the survival and the directive phase is where the operations are being taken into control and centralizing the decision making. The next phase is the coordinative stage and it is the management of the size and the complexity of the organization by using policies and procedures. The delegate phase is when trust is gained through the issuance of responsibility. We have now come to the final two phases and with the teamwork phase comes the alignment of goals and direction that the team will take, and finally the alliance phase is when the finalization of relationships have been established with any external proprietors such as the suppliers, customers, vendors and competitors (Seal, 2002). By uses these phases...
References: Acigalupo, A., Hess, J., & Fernandes, J. (2009). Meeting the Challenges of Culture and Agency Change in an Academic Health Center. Leadership & Organization Development Journal, 30(5), 408-420. Retrieved April 5, 2013, from ABI/INFORM Global. (Document ID: 1867613541)
Brown, D.R. (2011). An Experimental Approach to Organizational Development (8th ed.). Upper Saddle River: Pearson Prentice Hall.
Craig R Seal. (2002). Understanding Organizational Evolution: It’s Impact on Management and Performance. Journal of Organizational Change Management, 15(4), 432. Retrieved April 5, 2013, from ABI/INFORM Global. (Document ID: 250918651).
Cunningham, J. B., Kempling, J.S. (2009). Implementing change in public sector organizations. Management Decision, 47(2), 330-344. Retrieved April 6, 2013, from ABI/INFORM Global. (Document ID: 1745405191).
Eaton, M.. (2010, March). How to make change stick. Training Journal,46-50. Retrieved April 6, 2013, from ABI/INFORM Global. (Document ID: 2007128781).
Kello, J.. (2011). When the choice is to change or die. ISHN, 45(1), 24,26. Retrieved April 6, 2013, from ABI/INFORM Trade & Industry. (Document ID: 2246785481)
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