Organizational Development Process

1270 Words6 Pages
In order to boost up the organization’s performance, they often apply a systematic process which includes behaviorial science principles in the organization and this process is called organization development (OD) (French & Bell, 1999). It is an ongoing and consistent development process which focuses on seeking ways to improve the employees and the organization. There is a general model of planned change which starts from entering, diagnosis, planning and implementing then finally evaluating and institutionalizing change. In entering process, there are three activities that are carried out. Among the three activities are clarifying the organizational issue, determining the relevant client and selecting a consultant. Clarifying the organizational…show more content…
At the same time, to make sure that the organization is productive, clarify the organizational issues is necessary in the process of entering. In this process, they prevent the pre-determined problems to happen and find out the solutions for the problems. When the organization faces with some issues or problems, whether they are able to run smoothly or not, it will cause direct influence to the performance of the organization. According Khan, Khan, and Khan, (2011), human resource capital of an organization has an undeniably influential role in the development of an organization as the organizational performance depends largely on the performance of its employees. For instance, a company with problems such as employees’ discrimination or unfair distribution of opportunity will definitely leave a negative effect on the overall achievement and performance on the organization itself. In this case, the organization will not be able to operate systematically nor gaining profit as the management of the organization is not well-functioned. If the problems go viral and are not solved immediately, the organization may face bigger problems that may include organization corruption or even bankruptcy. Thus, from the above statement, it…show more content…
Massachusetts Institute of Technology ( n.d ) claims that change management is a set of ideas, strategies, and skills that been used in order the changing to be proficient. For example, the changes that are mostly being seen involved in department area and technology implementation which will involve complicated structure and need expertise to guide the organization. Group problem solving is to help a group identify a problem, searching the information about it, and outline the actions for the decision making purpose (Massachusetts Institute of Technology). For example, a new machine is used by the employees to increase the productivity for the organization but the progress is not going according to the plan. The consultant will play the important role to detect the problem, searching the solution and take action onto these issues. Next, Massachusetts Institute of Technology stated that meeting design and facilitation is to help the clients by planning an agenda. A good meeting tools and techniques can be used by the organization to create a good meeting environment. Effective brainstorming, good environment can bring out the best results to improve the organization performances. In addition, University of Washington (2015) claims that team building is vital in order to minimize the conflict. Communication can be effective by helping the team member to know
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