Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Real World Application of Organizational Development Principles
Organizational development (OD) principles are very important tools that the organizations need for both sustainability and effectiveness. Organization development in itself is a broader term that does not have a clear definition but in simple terms it can be defined as the planned systemic change effort through the use of knowledge and skills among other equally important tools to help improve or sustain a unit within the organization or the organization as a whole (Gary N. McLean, 2005).
Organization development is guided by several principles that have to be adhered to in order to realize efficiency and effectiveness within the organization. Following the announcement by the company to relocate to Mexico, there are several challenges that lie ahead that have an impact on the company's performance. Taking into consideration the organizational development principles, some of these challenges can be handled to ensure that there is continuity for my business despite the challenges. Each country has its own culture of doing business which varies...
Standards of integrity may be low compared to my current location; there can be lack of systems to check on businesses in terms of ethics and integrity which may be difficult on new entrants into the market. By using the principle of integrity my business will ensure the standards are maintained and work in manner that does not harm the final consumer or be involved in unethical practices to improve on my business profits or market share.
Employees are usually resistant to change whenever one is bound to occur or has been implemented. By relocating the business to Mexico, this calls for both physical change as well as structural change which can be a challenge to most employees. By embracing the commitment principle, I will commit resources to ensure the employees also show commitment through their efforts to achieve top performance which will help my business continue being operational despite being in a new market.
The employees may be faced…
References
Esmeral, (2011). Organizational Development Principles. Retrieved June 27, 2012 from http://www.bukisa.com/articles/459884_organizational-development-principles
Gary N. McLean, (2005). Organization Development Principles, Processes, Performance.
Retrieved June 27, 2012 from http://www.bkconnection.com/static/mcleanexcerpt.pdf
OD Synergy (2008). OD Synergy Principles. Retrieved June 27, 2012 from http://www.odsynergy.com/od-synergy-principles.html
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
6. The rabbits will never die. The question was how many male/female rabbit pairs will be there after a year or 12 months? When the experiment begun, there is a single pair of rabbits. After duration of one month, the two rabbits have mated though they have not given birth. As a result; there is still only a single pair of rabbits. After duration of two months, the initial pair of rabbits will give
Application and Integration of AACN Synergy Care Model In Clinical Practice Application and Integration of AACN Synergy Care model in Clinical Practice Objective of this paper is to discuss the integration and application of AACN Synergy Care model in Clinical Practice. The paper discusses the background of the model, philosophical underpinning the model is based and strategic knowledge used to formulate the model to enhance greater understanding on the application of the model
Organizational Culture and Sustained Competitive Advantage Organizational culture is a defining feature of every organization. The unique culture that every organization displays has an affect on its ability to remain profitable. Culture can have either positive or negative affect on the ability of the organization to remain competitive. Much academic research up to this point has focused on theory and defining what is meant by culture and sustainable competitive advantage. This
" (Simon, 188) the fundamental perspective here is that leadership and the ability to apply actions based on culturally driven decisions are central to helping members of the organization learn in a concrete manner how best to accord with the reigning culture. In order for this to occur though, there must be a certain initial scrutiny and selectiveness where leadership and personnel are concerned, endorsing an organization-wide emphasis on the quality
According to the authors, this can be done if employees are given a sense of importance in the organizations. Knowledge workers are already short in supplies and most competing rivals also compete to get the best human resource in terms of knowledge workers. It is therefore essential for any organization to retain this highly skilled part of their workforce and in order to do that organizations must eliminate the