Context: Organization development (OD) is a strategic, organization-wide effort

Question

Context: Organization development (OD) is a strategic, organization-wide effort with the purpose of increasing organization effectiveness and health by means of planned interventions in the organization's processes. OD focuses on the social and human aspects of an organization as a way to improve the organization's ability to adapt and solve problems. OD is not a paint-by-the-numbers approach to problem solving. Rather, OD emphasizes fairness, openness, freedom from coercion, and individual autonomy to change an organization's culture. In the previous assignments for this course, you explored various change models and examined how real-world companies have successfully implemented change. The intent of these assignments was to present the components common to most change initiatives (e.g., leadership, motivation, resistance, communication). Additionally, the course readings presented numerous concepts, principles, and models of organization change. The purpose of the Change Initiative Paper is to provide an opportunity for the student to assemble and organize this knowledge into a final culminating project. Directions: Identify an actual organization with which you are familiar. Identify a possible change that will increase this organization's effectiveness and/or health. Select an established change model to implement this change. Write a paper (1,500-1,800 words) that influences your reader to adopt a specific organization change initiative. The change model you select will determine the appropriate organization and specific content of the paper; however, your paper needs to address the following: • The need for change (e.g. organizational culture shift, changing technologies, reorganization, customer demands, etc.). • The change model. • The role of the leader in the change initiative. • Process of change. • Overcoming barriers to change. • Sustaining change. Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment. Keep in mind that a major grading criterion for this assignment will be your ability to synthesize course materials into your submission.

Explanation / Answer

“An effort planned organization wide, and managed from the top, to increase organizational effectiveness and health through planned interventions in the organizations’ processes using behavioral science knowledge” .(Beckhard, 1969)

OD values are as per follows 1. Development 2. Professionalism 3. Helping people and organizations 4. Respect to all individuals 5. Inclusion, collaboration and participation 6. Open , honest and candid communications 7. Authenticity 8. Inquiry 9. Community 10. Diversity 11. Personal and organization awareness, growth and learning 12. Experimentation 13. Creating a realistic hope 14. Integrity 15. Confidentiality.

Organizational Climate Survey feedback to build a revised Team culture in a company:

The President of a company observed that in spite of his repeated efforts to build them as a team the various unit heads of his conglomerate are not Seeing Eye to eye and are working in various directions. His monthly management team meetings have shown results in show down by some of his Directors, and discussion of small matters like dress code, tea breaks etc, rather than substantial business matter. It was felt that units and sub units with various cultures need to collaborate, work like a team, think together and align with each other as there are a lot of business synergies between them.

An organisational climate survey to bring out similarities and differences among the various units and using it for discussion may result in more working together collobaritively. A new tem was formated under a consultant.The consultant was introduced as a HRD consultant to survey the organization climate and give feedback of the survey. The consultant went round meetings and discussions with various heads and their managers. The consultant had meetings with cross section of managers to discuss areas of concern to be included in the survey. A two hundred item questionnaires was developed and finalized with the help of the top team. The survey was administered to all employees and anonymous data were conducted surveying their perceptions of the organization climate. The data were presented in tree day top management meet which aimed at examining the data and preparing action plans to improve the status. The workshop resulted and shocased in their thinking together, discovering common issues, and preparing action plans to improve. The workshop also resulted in a series of role negotiation exercises and more structuring of the future meetings. Subsequent to the team building workshop some structural changes were initiated and the meetings were redesigned. The consultant withdrew from the position after the team building workshop. The intervention lasted across six months. Many changes were made to improve the efficiency and effectiveness of the team working and various other HR issues. The CEO used the survey data to initiate many changes in the system. The CEO went round presenting the data along with his top team and used it to initiate changes.

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