Organization Development (Essay Sample)

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Development of organization in the organization is critical for success. The basis of the organizational culture comes from team spirit. The alteration in the organization structure and the general culture heavily relies on team spirit to witness success. Organization development according to Wendell L. French and Cicil H. Bell, Jr.1 is critical in the production and provision of marketable resources that meet the demands of the market. The structure of the organization entailing management, workers, support team and the other human resources are bound together on the belief system of the organization. Organization development has direct influence from organization culture. This form of belief system and practice is fundamentally the determinant of the workplace strategies, structures and the production process, which have a respective influence on one another. According to Edgar Schein, organization forms the patterns of the basic assumptions that are discovered by the organization's teams. The belief patterns become part of the operations at the organization that guides all the production process. In such organizations, the workers have a high spirit of enforcing the culture by doing as per the requirement of the organization's mission and vision. Additionally, the two writers depict that organization culture aids in coping with the external and internal situations by enhancing the integration of new ideas and primarily focusing on the individual creativity and validation of meaningful practices and values. The culture, therefore, focuses on the correct perspectives of perceptions, approaches, thinking and reaction to the occurrence of problematic situations at the organization. Positive organization culture entails the practice of working under professional values, habits and the management aspects of leadership.
The purpose of organizational culture is to make each party at the organization to feel important and valuable towards the production process. The positive belief system entails the focus on discovery, invention and development of positive and healthy behaviours and those that contribute positively towards profit realization. Achieving the practice via the creation of teams with leaders who have precise roles and duties that guide their members. The adoption of safe and healthy relationships is the foundation of profitable organization culture. Organization development according to economists works towards the creation of team building practices that shape higher production.
Basic assumptions relate to values, and norms of behaviour, which organizations can invent, discover or develop over a period. These values and norms are considered valid overtime and therefore practised by the members of the organization. Teams are basic bricks of an organization over which an organization is built. Teams are assigned a specific work and they work under the guidance of superior-subordinate relationship, which is required to be built on the basic norms of the organization. Therefore, all OD programs are generally directed towards team building. In some organizations, teams may manage themselves. These may be self-directed and assume responsibility for planning and executing work. In organizations, members have to train in quality control, MIS, improvement of skills, management of time and have to undertake behaviour modification when required. These are generally implemented by carrying out organization development programs. Before a program is undertaken, need is identified, a suitable consultant is made responsible to implement change in a given area and OD program is conducted. In the present scenario, it is necessary to scan the environment, benchmark the organization, and re-engineer various processes and systems. This is a requirement for a continuous basis so that you can maintain organizational growth.
As part from the above, OD has relation to the study of organizational structures, organization designs, job analysis and management of change if required. 4. Organizations are dependent on each other for their very survival. It is, therefore, necessary to study other organizations with particular reference to their culture, perception, attitude and the climate they have established and enjoy. Quality of work life is an important factor in this respect. 5. As per Wendell L. French and Cicil H. Bell, Jr.1 "Organization development offer a prescription for improving the 'fit' between the individuals and the organization, between the organization and the environment, and among the organizational components such as strategy, structure and process. The prescription is implemented through inventions and activities that address specific problematic conditions." 6. Achieving organizational development can be by carrying out research to identify problem areas and by applying various interventions to resolve the same. It is about bringing change in the organization. The areas of change may include anything under the sun. To name a few it may relate to implementing strategies to bring about positive change in employee morale, improvement in the quality of product and productivity itself. It may include issues relating to the personal behaviour of employees and may deal with the management of work stress, conflict management between individuals and groups. The scant attention paid to environmental protection and social issues that may have a direct or indirect impact on the individual and group performance. 7. To achieve organizational effectiveness and bring changes in human resource, various processes and systems. 8. Organizational development is a continuous process. Implementation of programs, on short-term as well as long-term basis. 9. The responsibility to implement programs lies with leaders and OD practitioners. They are also called facilitators. They are consultants trained in the theory and practice of OD. They may be members of the organization they are working or outsiders. The basic aim of OD is: (1) to improve the functioning of individuals teams and affects overall improvement in the organization. (2) To impart the necessary skills and knowledge so that the organization efficiency is achieved. Consultants assist in incorporating required changes. 10. Leaders identify blocks, problems in the organization and seek its solution in consultation with OD practitioners. OD is a people's movement, the central theme being, gets as many people as possible to participate in a planned change. OD programmers are planned in details implemented and results evaluated for the desired outcome. Modifications carried out while programmers are in process of implementation intending to meet the changing environment. 11. Due to the introduction of the latest technology, computers, information technology and resultant social change, the importance of OD has increased many folds. Communication has made a total revolution in the organization. Individual expectations have increased. It has therefore become mandatory to handle situations in time to avert problems. Organizational development has various stages that have to undergo for me to grow. These are crucial for the ultimate growth of the body.
Planned contracting is a stage in organizational development. This is an important stage since it is the initial phase of every organizational development. There are two types of contracting external and internal. The external contracting usually involves a written and a formal agreement with clients (Shevchuk, A., & Strebkov, D. 2018). Internal contracting involves a less comprehensive agreement that is sometimes implied rather than written. This two contracting are important based on the type of meeting that is taking place between the manager and the stakeholders.
During the contracting stage is when the relationship between an individual and his clients' forms. During this stage, the foundation for a successful consultation forms. The manger may notice a belief that is within the organization that needs correction. The manager may notice that he or she hears a lot of gossip from the office. The manger in this situation calls for a meeting between him and stakeholders (Taylor, G. (2017). The meeting discusses what causes the gossiping in the offices and what impact it has in the company. The stakeholders and meeting with the manager highlight the results of gossip in the office about its development. Analysis from the stakeholders can highlight on the level of productivity in the organization.
The stakeholders and the manager highlight the measures to put in place to reduce this organization culture in the organization. The meeting should be able to come up with various solutions that help in curbing this organizational culture (Cheryan, S., & Markus, H. R. 2020). Decisions like spacing people in the offices, Educating of the staff members on the importance of taking breaks while working, having healthy competition within the organization and interacting with the subordinate staff you are working together. Implementation of this should be immediate. These decisions from the meeting made formal and should start to adhere to instantly.
The diagnostic approach is a systematic approach process where the organization tries to understand how the current system is functioning and how to put interventions in place that helps to bring change (Grol, R., & Wensing, M. 2020). The diagnostic approach has various approaches and methodology by which it is assessing.
Members from the stakeholders carried out a survey where they checked the level of growth. The survey was when the organizational culture was a major issue in the organization and when the level of bad organizational culture was minimum. Issuing also of the questionnaire to the...