Organizational Development
The Understanding and Application of Knowledge in Organizational Development

The understanding and application of knowledge in organizational development is very important. Organizations want and need to grow and develop if they are to remain viable and relevant in their marketplace (Argyris & Schon, 1978; Carter, 2004). In order for them to do that, they must be ready for the future and willing to embrace change (Sullivan, 2010). Not all businesses feel good about change. Many of them want to see things left alone because they do not want to make changes if they do not feel that there is a reason for the change (Sullivan, 2010). In short, if things are not broken, why would the business try to "fix" them? For this particular study, there will be three issues addressed. The ability to apply OD knowledge to organizational situations must be developed and demonstrated, the systems issues and appropriate…...

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References

Argyris, C., & Schon, D. (1978) Organizational Learning: A theory of action perspective, Reading MA: Addison-Wesley.

Brown, D.R. (2004) An Experiential Approach to Organization Development. NY: Compass, Ruler, & Base.

Carter, L.L. (2004) Best Practices in Leadership Development and Organization Change, NY: Jossey Bass.

Griffin, P., & Minors, A. (2004) Values in Practice in Organization Development. NY: McMillan.

Organizational Development
Fortsworth Company

Fortsworth Manufacturers designs and sells personal computers, software, related services, peripherals, and network solutions. The company also develops and markets portable digital music devices along with accompanying accessories such as an audio book, third party music, short films, music videos, and television shows. Primarily, this company operates across Japan, America and Europe with its headquarters in California.

Vision

The current vision of Fortsworth Company is to ignite the revolution in personal computers. Fortsworth has a commitment to bring the create the best personal computer experience for educators, professionals, students and consumers across the world via innovative software, hardware and internet networks. Looking at this vision statement, it appears to be poor and needs change as it fails to illustrate how the company will achieve this vision. For the realization of this vision, the company must modify it to elicit the specified objectives. This is achieved through reasonable pricing and improving…...

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References

Levitsky, J. (2010). Business development services: A review of international experience. London: Intermediate.

Newman, L., & Shipley Associates. (2009). Proposal guide for business development and sales professionals. Farmington, Utah.

Kapila, S. & Donald C. (2009). Building Businesses with Small Producers: Successful Business Development Services in Africa, Asia and Latin America. Ottawa, Ont: International Development Research Centre.

Fischer, T., Heiko G. & Elgar, F. (2012). Service Business Development: Strategies for Value Creation in Manufacturing Firms. Cambridge: Cambridge University Press.

This led to an entirely new, and often less manageable, organizational structure becoming more prevalent in Accenture. As a result of the individualized intervention not completely working, Accenture focused on re-defining teams based on the customer groups they served. This was different than industry-based vertical practice segments including banking, manufacturing, or services and instead sought to re-define knowledge workflows based on customer centricity. The use of business process management (BP)-based interventions to create more of a customer-centric mindset is critically important for re-orienting a culture to be more accountable in the use of knowledge (Kok, Biemans, 2009).
Interventions are also made more difficult when it investments must be aligned to process workflows that are re-designed to allow them to be more efficient and cost-effective. Interventions that involve the re-alignment of it and processes so they can become more customer centric run a higher risk of failure as a result (Lee,…...

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References

Hodgkinson, G., & Healey, M.. (2008). Toward a (Pragmatic) Science of Strategic Intervention: Design Propositions for Scenario Planning. Organization Studies, 29(3), 435.

Kok, R., & Biemans, W. (2009). Creating a market-oriented product innovation process: A contingency approach. Technovation, 29(8), 517.

Lee, Y., Chu, P., & Tseng, H.. (2009). Exploring the relationships between information technology adoption and business process reengineering. Journal of Management and Organization, 15(2), 170-185.

Yongsun Paik & David Y Choi. (2005). The shortcomings of a standardized global knowledge management system: The case study of Accenture. The Academy of Management Executive, 19(2), 81-84.

That is why it is critical to go into OD strategies with clients who have a readiness for change mindset.
In terms of actually implementing the many strategies that are part of a broader OD strategic plan it is also critically important to focus on creating trust within the teams implementing them as well (Seidman, McCauley, 2009). In the case of team members from varying demographic and socio-economic backgrounds, the need to create shared ownership of a common objective is critical. The advantages of working with team members from varying demographic backgrounds is that many different perspectives are taken into account in solving OD challenges, there tend to be greater levels of empathy for the associates going through the significant change required to make the organization more effective, and there is greater levels of debate of which approach is best to attain OD strategic objectives. The disadvantages or drawbacks include…...

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References

Darling, J., & Heller, V. (2009). Organization Development in an Era of Socioeconomic Change: A Focus on the Key to Successful Management Leadership. Organization Development Journal, 27(2), 9-26.

Karakas, F. (2009). New Paradigms in Organization Development: Positivity, Spirituality, and Complexity. Organization Development Journal, 27(1), 11-26.

Raz, a.. (m2009). Transplanting Management: Participative Change, Organizational Development, and the Globalization of Corporate Culture. The Journal of Applied Behavioral Science, 45(2), 280.

Seidman, W., & McCauley, M.. (2009). A Scientific Model for Grassroots O.D. Organization Development Journal, 27(2), 27-37.

There is also friction and a struggle for control between the teachers and the 'mean girls' of the title.
Films that depict business organizations also show organizational development. In Wall Street, working with Gordon Gecko changes the character of the young and less corrupt traders who are influenced by his greed and his dictatorial yet charismatic style of management. The film depicts how the character of the leader of a business organization can corrupt all of the members of the organization from the top down.

Finally, one must remember that wars originate from political decisions. Many films, particularly during the crisis of Vietnam in the 1960s and 1970s portray the corrupt nature of organizational development in politics. In the Candidate, Robert Redford's candidate changes from a renegade outsider figure to an insider because of the insidious nature of the electoral process and media organization. His campaign's organization shifts from an open,…...

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 lot of things, yet in terms of Organizational Development it is the act of planning and implementing strategies for progressing. The concept of Organizational Development relies on planning as a major foundation for future success (ouda & Kusy, 1995). Planning is even important in generating interventions to hinder potentially damaging factors impacting the overall success of the change activity planned. Moreover, the frame for inclusion of Organizational Development revolves around designing a major change that will impact the organization as…...

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References

Rouda, Robert H. & Kusy, Mitchell E. (1995). Organization development: The management of change. Cal Tech. Retrieved August 27, 2012 from http://alumnus.caltech.edu/~rouda/T3_OD.html

Organizational Development
Strategy recommended

The position of the school is such that it requires complete collaboration between the family members, school personnel, community representatives and the students of the school through the formation of a Collaborative Action Team. Any progress in the development of the school requires the direct assistance from all these groups and the assistance from the group has to continue for a period of years for the school to really get into a better situation. The collaboration required from them is continuous adherence to the CAT process and attending the majority of the meetings and agree to continue the collaboration in the future. (Collaborative Action Team Process: Bringing home, school, community, and students together to improve results for children and families)

In earlier cases this process has been taken up in 23 project sites in the Southwestern egion and in those experiments, a number of specific targets were reached for…...

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REFERENCES

'Adapting to Community-based Learning" Retrieved from   / Accessed 23 August, 2005http://www.sedl.org/prep/benefits2/issue4 

"Cautions and Concerns: Benefits of service learning" Retrieved from   Accessed 23 August, 2005http://www.sedl.org/prep/benefits2/issue2/3.html 

"Collaborative Action Team Process: Bringing home, school, community, and students together to improve results for children and families" (November 2000) Program for Refining Educational Partnerships Southwest Educational Development Laboratory. Retrieved from  http://www.sedl.org/pubs/fam94/catreport.pdf 

Accessed 23 August, 2005

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 theory and practice. This new development has been labeled as 'Dialogic OD' and compared with many shapes of 'Diagnostic OD', founded on previous held ideas and practices (Bushe and Marshak, 2009, Marshak and Bushe, 2013). The aim of this chapter is to introduce Dialogic OD and examine waysit's similar to and begs to diversify from OD. There are some practices and methods related to it and proper implementation period to use it. eferences are made to information from Dialogic OD…...

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References

Axelrod, R. (2010) Terms of Engagement: New Ways of Leading and Changing Organizations. San Francisco, CA: Berrett -- Koehler.

Barrett, F.J. & Cooperrider, D.L. (1990) Generative metaphor intervention: A new approach for working with systems divided by conflict and caught in defensive perception. Journal of Applied Behavioral Science, 26:2, 219-239.

Barrett, F.J., Thomas, G.F., & Hocevar, S.P. (1995). The central role of discourse in large scale change: A social construction perspective. Journal of Applied Behavioral Science, 3:3, 352 -- 372.

Brown, J & Issacs, D. (2005) The World Cafe. San Francisco, CA: Berrett-Koehler.

This is a look at two types of schools: a high performing and a low performing school district.
The first school district I worked for was a gossipy, poor performing district in which there was a great deal of open resentment throughout the organization. The Superintendents were rarely in attendance at regular school events, and there presence was little known. After three years of employment, I would not be able to recognize the Superintendent by face, much less remember his name. Such a relationship, or complete lack thereof, constitutes a bitter environment amongst the teachers and support staff toward the upper levels of management. The poor performance of the district was not purely a result of the lack of academic achievement with the students, but it stems directly from a poorly driven upper management with absolutely no trust with its employees. Negative gossip was the topic in the teacher's lounge…...

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On the contrary, my next position was the antithesis of the first. The Superintendent of the district opened the very first meeting on the very first orientation day, wanting to get to know the individual new employees in the room. Over 45 minutes of the very first meeting with all was spent just getting acquainted with one another. Instead of simply making sure that you knew her name, she wanted to also know your name. That created a sense of true care for the employee, and therefore, not so reluctant to sit through a day of meetings. The mission and statistics of performance were shared and discussed to cultivate the goal of the organization. Routes of communication were shared and opened from the Superintendent to the Principals down to each individual Department Chairperson. An understanding that senior management truly cared about our individual concerns and would take every measure to ensure it was firmly established. Such an action is louder than words for employees on whom the organization relies on for success.

References

Krell, Eric (2006) "Do they trust you?" HR Magazine, 51(6). Obtained from the World Wide Web via   October 28, 2006.http://www.shrm.org/hrmagazine/articles/0606/0606cover.aspon 

The following chart reveals the percentages assigned to each of these reasons. Key is detection at this stage of any symptoms that the organization is experiencing something akin to dryrot.

Source: Buccino and Associates; Seton Hall University Stiffman School of Business.

As reported in August 25, 2003, Business Week.

The phase of renewal is one in which the challenge of "preventing decline or reducing its affects" is critical. According to Johannssen (2005) "One way to reverse dry rot is through the use of training as a way of injecting new knowledge and skills. One may, however initiate a program that will with the injection of new training and skills provide an opportunity for the organizational culture to become transformed. Many organizations experience business failure due to factors that could have been controlled. Failure often results in acquisitions and mergers by larger organizations or failure may result in bankruptcy.

Summary and Conclusion

If an organization is…...

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References

Johannsen, Murray (2005) Five Phases of the Organizational Life Cycle  http://www.legacee.com/FastGrowth/OrgLifeCycle.html .

Buccino and Associates (2003) Seton Hall University Stiffman School of Business. As reported in August 25, 2003, Business Week.

Huffington, Claire, et al. (200) A Manual of Organizational Development: The Psychology of Change

Handy, C. (1981) Understanding Organizations; London. Penguin, 1981.

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 have a better chance to define their role in the change process. There are also other benefits to organizational development in public sector organizations.

Organizational development is the conceptual infrastructure of the organization, designed in a way to increase overall organizational effectiveness. It is comprised of the set-up of divisions and roles within the organization, and the flows of communication and reporting that go along with the divisional/unit structure. Organizational development will influence how an organization performs its tasks and pursues…...

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References

Allen, J., Jimmieson, N., Bordia, P., Irmer. B. (2007). Uncertainty during organizational change: Managing perceptions through communication. Journal of Change Management. Vol. 7 (2) 187-210.

Becker, M., Lazaric, N., Nelson, R. & Winter, S. (2005). Applying organizational routines in understanding organizational change. Industrial and Corporate Change. Vol. 14 (5) 775-791.

Greenwood, R. & Hinings, C. (1988). Organizational design types, tracks and the dynamics of strategic change. Organizational Studies. Vol. 9 (3) 293-316.

Organizational Development
The combined hospital system in the southeast region has been mandated to consolidate its resources and integrate the larger Metropolitan hospital with the five smaller rural hospitals. The terms of this merger has not been decided and the organizations are have been left to themselves to try to reach an agreement. If an agreement is not reached by the leadership of these organizations then a special administrator could be appointed who has the authority to decide and impose the conditions of the arrangement.

The primary problem is not each individual organization does not support the mandated integration. The smaller hospitals have voiced resistance while the larger Metropolitan hospital has said they support the move.

Root Causes

One of the primary root causes is that there are disagreements and different perceptions over funding. The smaller hospitals are all self-sufficient and are free of debt. They have achieved this through good management and fundraising.…...

Organizational Development at the U.S. Department of Veterans Affairs
Today, the Department of Veterans Affairs (VA) has been a cabinet-level agency since 1989 that is tasked with providing an array of services to eligible veterans and their families (VA fact sheet, 2016). In recent years, the VA has experienced a number of organizational development-related problems including most especially delays in patient scheduling that demand viable solutions. To this end, this paper provides an overview of the VA and a description of an intervention project that can help this organization overcome its current constraints to the provision of high-quality administrative and healthcare services to the nation's veterans and their families. Finally, the paper concludes with a description of who would be contacted at the VA by an external organizational development (OD) consultant to coordinate a contract to address these problems.

Background information on the organization

At present, with nearly 280,000 workers on the rolls,…...

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References

Doing business with the VA. (2016). U.S. Department of Veterans Affairs. Retrieved from  http://www.va.gov/oal/business/dbwva.asp .

VA fact sheet. (2016). U.S. Department of Veterans Affairs. Retrieved from vacareers.va.gov/assets/common/print/fs_department_of_veterans_affairs.pdf.http://www.

VA fast facts. (2015, September 25). CNN. Retrieved from / 30/us/department-of-veterans-affairs-fast-facts/.http://www.cnn.com/2014/05

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 of the person being assessed" (2003, p. 73). Therefore, the original intent of the 360-degree feedback method was to provide the individual being evaluated with the type of feedback they needed to formulate an informed opinion concerning what others thought of them and how this information could be used to good effect in the workplace rather than for selection or salary increase purposes. The original focus of the 360-degree feedback approach continues to characterize most of its applications today as…...

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References

Antonioni, D., 1996. Designing an effective 360-degree appraisal feedback process.

Organizational Dynamics 25: 24 -- 38 in London at 84.

Armstrong, M. & Baron, A., 2004. Out of the tick box. People Management, 4(15), 38-39.

Atkins, P.W. & Wood, R.E., 2002. Self-versus Others' Ratings as Predictors of Assessment

The demand for homes that reflect a growing position of status and power is on the rise. Smarter investment options and the ability to gain research and insight into money management is not longer the privilege of only the upper class.
Where Europe and other older societies has class distinction to define position in society, the U.S. uses "square footage" of their homes as their status symbol. It is established that most homeowners in the U.S. move on to a larger home in about 7-10 years. Homeownership is also linked to the employment rates in the region and the type of industries and income sources that can be obtained. For example, New York and San Francisco always experience a high demand for housing due to their proximity to industry and jobs. It is observed that even section of New York City like the ronx, have been experiencing a rising trend…...

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Bibliography

Chappell-Theunissen, Joanne H. "Strong Home Building Industry Is Bright Star on Economic Horizon." Air Conditioning, Heating & Refrigeration News 222.9 (2004): 1.

Clark, Kim. "Through the Roof." U.S. News and World Report 2005: 46-49.

Ford, Constance Mitchell. "The Economy; the Outlook: What's Behind Hot Home Building Pace?" Wall Street Journal March 21, 2005, Eastern edition ed.: A.2.

Lurz, Bill. "Trouble Bubble... Or Not?" Professional Builder 69.8 (2004): 88.

Kurt Lewin revolutionized the field of social psychology through his pioneering work in the areas of group dynamics, social psychology, and organizational psychology. Some of the key ways in which Lewin transformed the field include:

1. Field theory: Lewin introduced the concept of field theory, which emphasized the importance of understanding behavior in the context of the social and environmental factors that influence it. This framework helped to shift the focus of psychology from individual traits and characteristics to the interactions between individuals and their environments.

2. Action research: Lewin developed the method of action research, which involves actively engaging with participants....

1. The impact of transformational leadership on employee motivation and job satisfaction in non-profit organizations
2. The role of transformational leadership in fostering innovation and creativity in non-profit organizations
3. The importance of emotional intelligence in transformational leadership in non-profit organizations
4. The challenges and opportunities of implementing transformational leadership in non-profit organizations
5. The effectiveness of transformational leadership in leading change and organizational development in non-profit organizations
6. The role of ethical leadership in promoting transformational leadership in non-profit organizations
7. The influence of servant leadership in enhancing the effectiveness of transformational leadership in non-profit organizations
8. The relationship between organizational culture and transformational leadership in....

1. In todays manufacturing industry, competition is fierce and companies are constantly seeking ways to streamline production processes and improve efficiency. One key factor that can significantly impact production in manufacturing is knowledge management, specifically when talent-driven. By effectively harnessing the knowledge and skills of employees, companies can enhance production in various ways, such as improving product quality, reducing waste, increasing productivity, and fostering innovation. In this essay, we will explore how talent-driven knowledge management can positively impact production in manufacturing and discuss strategies for implementing this approach successfully.

2. To understand the importance of talent-driven knowledge management in manufacturing,....

1. Introduction

2. The Role of Leadership in Talent-Driven KM