The purpose of organizational development and change is to provide sustainable pathways to achievement and success by helping the organization to be more effective at all worker levels as well as at systematic and infrastructural levels. The tools required to enable organization development and change are numerous: they include the relationship-building tools, communication tools, culture-promoting tools, leadership tools, and so on. This paper will describe and discuss the tools needed to make organization development and change possible.Theory and strategy are two primary tools needed for organization development and change. Theory and strategy provide the support and framework for the change management and culture building process, and they can consist of various approaches to the issue: there theories like appreciative inquiry, experiential learning theory, intentional change theory, and more; there are strategy development techniques that strategic swarming and Three Horizons (Camp, 2012). Theory helps to give a basis of understanding about how the organization development process should be perceived, and the strategy helps to give a basis of understanding on how the process will be implemented, monitored, measured, and adjusted as needed.
To facilitate the implementation of theory and strategy, there are other tools that can be used to generate helpful information that can be used to determine the right approach to take. Obtaining data...
Organizational Development: Driving Change In the 1960's, Organizational development (OD) emerged as a field identifiable with survey research, action research, T-groups, open system theory, humanistic psychology, building team and channeling process consultation. The methods and ideas have thus broadened and enriched its range and approach. Since the 80's, these methods and ideas have converged in a form of OD which begs to vary from the OD of the 60's in both
Organizational Development Businesses rely on Organizational Development in order to pull themselves out of slumps and maintain a sense of activity and productivity within the market environment. The concept of Organizational Development focuses on the study and understanding of change factors that lead to successful development steps. It is an area of study that can provide executives with a powerful stance in their position of facilitating organizational change. Development can mean a
Organizational Leadership Change Competition in the modern day business community has become cutting edge and the economic agents have to seek new means of creating competitive advantages. This situation has been brought about by the emergence of numerous important changes, all which generated important impacts upon organizational operations. For instance, the customers are now no longer the people buying what the company is offering, but they have become so powerful that
Organizational Development and Change Organizational development is something that contributes to a stronger organization. People can receive more skills that will allow them to make better decisions and play a bigger role in the organization's strategy. This can also have a positive effect on organizational change programs as well, because more talented people are more likely to buy into change as they are less threatened by the nature of change and
Organization Development and Change Process Merger and acquisitions refer to the combinations of two or more companies forming a new company. In other words, mergers and acquisitions (M&A) are the strategic move of corporate organizations dealing with an aspect of dividing, buying and selling of different companies of similar entities to assist the enterprises to grow. One of the examples of the major merger was the merging of Uniphase Corp. And
According to Weiss and Kolberg, "In the 1960s, a breakthrough in sharing the assessment results came from the Peace Corps when the psychologists who were working with the volunteers used surveys that were geared to expand the volunteer's self-knowledge, under the assumption that expanding self-knowledge would help a volunteer better deal with culture change. This was the first time that this type of assessment was done for the primary benefit
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