...How Organizations Are Reacting to HRD Change Author Note How Organizations Are Reacting to HRD Change Change can be a difficult concept to rationalize, especially when it comes to organizational change. Just imagine that an organization or institution has been operated in a certain way for a long time and now all of a sudden there is a feeling that change is needed. There could be fight back coming from both leadership and employees. Sometimes people get into a comfort zone and they feel there is no need for change. This is especially evident if it is a common thought that the organization is doing well. So why would you need change if you feel you are doing well? The main reason is that pressure from increasing competition, globalization, technological developments, and other forces has created an environment that rewards organizations that are capable of identifying trends and issues and responding quickly to them (Werner & DeSimone, 2012). With this thought, it is imperative that organizations are able to make the changes necessary to remain competitive and strive in challenging times. The important aspect of change is how the organization plans for the change. The organization needs to use planned interventions in order to ensure that the change is having the original positive impact. An intervention, or intervention strategy, can be thought of as the plan in which the organization intends to improve the organization and how it intends...
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...Contents Introduction Task 1 – Examine the past performance of your company to identify areas with the need for change. 2 3-4 Task 2 – Discuss any three models of change and evaluate their relevance of these models to contemporary organizations in Myanmar economy. Assess the value of using strategic intervention techniques in organizations. Determine the efficacy of applying these models to your organization. 5-7 Task 3 – Develop a change management strategy for your organization that involves stakeholders and a strategy for managing resistance to change. Formulate and evaluate a system to involve stakeholders in the planning of change. 8-9 Task 4 – Create an appropriate model for change in your organization and draw a plan to implement and develop measures to monitor it. 10-11 References 1|Page Delta Net Media Company is one of the largest and most innovative Media (Paid Satellite TV Network) & Internet Service Provider Company in Myanmar. Delta Net offer consumers in two different categories, DTH – Direct to Home satellite television network and MPS – Multi Play Services which adds satellite broadband internet to television network service. Delta Net is providing these services nationwide in Myanmar. It was launched in November 2010 and started with total 48 channels including sports, entertainment, news, movies, music so on and later expands to 83 channels as of 2013 and keep expanding the network to provide varieties of channels for consumers to...
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...The Customer Services Team handles all inbound calls for the business (1000+ per day) and operates from 08:00 to 20:00 Monday to Saturday. There are fifteen team members two of which are Team Leaders. The Team is further divided into different sub-groups that deal with different business sectors such as Pharma, Telecommunications, e-commerce. The main focus of the team is dealing with customer queries via inbound calls and managing corporate accounts in terms of providing daily reports and updates. The Team Assessment and the group discussions would seem to indicate that this is a group of individuals that are operating in a very structured environment and while they are referred to as a team they do not actually operate as a team. Each member of the team has specifically assigned tasks which they focus on but these do not combine at a higher level. The team are therefore very task orientated and operate independently of each other. Communication within the team is also a fundamental issue but this may be driven by the task nature of the group which does not require a high level of communication to complete. In assessing the results from the Team Assessment there are a number of areas that are presenting challenges for the team. The results of the assessment indicate that the core challenges for the team centre on interpersonal communication, respect, collaboration and styles. This is not atypical given that call centres can be a loud, fast paced and highly pressurised...
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...OrganizationaL Development Considerable changes occurs when an organization make compensation for errors within its overall strategy for achievements or make any modification to its existing operations. The purpose of this paper is to study the broad principles of organizational development, explain the process of organizational development, identify the theories associated with organizational development and describe the conditions necessary for successful organizational change and development. “Organizational development is a set of behavioral science–based theories, values, strategies, and technologies aimed at planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance, through the alteration of organizational members’ on-the-job behaviors’’ (Porras & Robertson, 1992). Process of Organizational Development Organizational development is a process by which organizations use the theories and technology of the behavioral sciences to facilitate changes that enhance their effectiveness (Jex & Britt, 2008). According to an article found in The Resource Behind Human Resources website, the OD Process is based on the action research model that begins with an identified problem or need for change. The process proceeds through assessment, planning of an intervention, implementing the intervention, gathering data to evaluate the intervention, and determining if satisfactory progress has been made...
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...Abstract This report seeks identify and evaluate key Organisational Development (OD) issues, suggest possible interventions and provide recommendations for a case study of traditional and nontraditional team-based patient care. The author opted to focus on the team-based operations as it initially proved to be more effective than the traditional method. Although the team based care was more effective, there were several key OD issues that were identified by using OD diagnosis tools and models. Some of the issues highlighted and is the focus of this analysis was HRM, Leadership and Culture. From the case study, one can identify the lack of proper leadership and correlate this to other OD issues such as, no cooperate strategy, no vision or mission and cultural barriers within the organisation. Several known models and strategies were use to select the appropriate intervention and relevant methods for implementation. The intervention and implementation strategies are categorized to match appropriate management of change techniques such as, hard and soft, for a better transition of change within the organisation. The methods of communicating change were also systematically defined to channel only the appropriate contents to the organisation. Strategic SMART recommendations were outlined as short, mid and long term goals to accomplish the objectives of the organisation. Additionally, as part of the recommendations and any OD strategy, there should be a measurement and monitoring...
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...critical review the process of BHP Billiton changes and detail practice application as result use the managing change theory. 1.2 Structure Critical evaluation Alternative change intervention Maintain the change 1.3 Main point previewed Implementation process Institutionalization 1.4 General background Diagnosing the problem 2.0 Critical evaluation Interventions: Intervention is a tool using when organization planned change in current situation. To effectively adapt and thrive in today's business world, organizations need to implement effective organizational development interventions (Bridges, 1991). Interventions are aimed at improving organization performance in group and individual levels; these changed are intended to improve the efficiencies and effectiveness in the functioning of the organizations. To achieve effective intervention needs to have valid information, free and informed choice and internal commitment of the organizations, also, it needs to linked with the firm’s vision and focused at the appropriate level of the company. Effective intervention is a mixture of actions; use to transfer competence to manage change to organization members. Culture change Culture change helps organizations develop cultures appropriate to their strategies and environments. Organization culture includes behaviours, values, beliefs and norms; it is the soul of the organization. When organization starts intervention on company structure; culture is a soft way...
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...ORGANIZATIONAL DEVELOPMENT – FINAL ESSAY ------------------------------------------------- According to the integrative case “B.R. Richardson timber Products Corporation” we will work out a report with theoretical approaches and practical proposals in order to achieve organizational change within this firm. First we want to suggest a model and a prospect to entering in contract with the Corporation. For guiding our report work we stick to the General Model of Planned Change. This Model provides 4 steps of granting a Change and Improvement by addressing the tasks of Entering and Contracting, followed by Diagnosing, Planning and Implementing Change and finally Evaluating and Institutionalizing Change. We will begin through suggesting and guiding the Entering Process. 1. Before both sides the OD practitioners and the Management of the B.R. Richardson Corp. are starting with any measurements or activities they have to clearly clarify the organizational issues. This is useful and important according to the aspects of providing a similar and shared basement for cooperation, exactly defined duties, rules and responsibilities as well as setting common goals. The entering process often means to the client organization a kind of opening, revealing internal issues and weaknesses to strangers. This concerns and attitude of rejection must be unlearned previously in order to build a trustful and strong relationship of working together with the consultants. The first step is clarifying...
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...The literature contains several definitions of OD, to quote a few: • OD is a response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of organization so they can better adopt new technologies, markets and challenges, and the dizzying rate of change itself ( Bennis, 1969). • OD is planned process of change in an organization’s culture through the utilization of behavioral science, technology, research and theory. ( Burke 1982) • Organizational Development is an effort (1)planned,(2) organizational wide, (3) managed from the top, (4) to increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge. (Beckhard,1969) Let us examine this definition: 1. It is a planned change effort. An OD program involves a systematic diagnosis of the organization, the development of strategic plan for improvement, and the mobilization of resources to carry out the effort. 2. It involves the total system. An organization development effort is related to a total organization change in the culture and the reward system or the total managerial strategy. 3. It is managed from the top. In an OD effort the top management of the system has personal investment in the program and it’s outcomes. They actively participates in the management of the effort. This does not mean that they must participate in the same activities as others...
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...Page |1 Executive Summary This Change action plan focus on taking the existing level of customer satisfaction to next level of UK leading telecom company. The organization provides its customer facility of making cheap, both national and international, calls through pre paid calling card services by providing residential services. The organization customer services department is located in India which deals with the customer issues via email support process. Since, the time market was hit by recession, the company has started losing its customers to their competitors despite, providing good cheap call rates in comparison to the other organization. Market analysis result indicated that the major reason for losing the customer base is that customer are slowly getting dissatisfaction with service offered by the customer services department working methodology. The customer services department of the organization takes more times to resolve the customer issue in comparison to other companies. Reason why the competitor companies offering the resolution to customer issues in less time because they resolve the customer issues over phone. Therefore, if voice based process is introduced in addition to existing web based support might help the organization to retain their customer resulting in customer satisfaction will improve further leading to generation of more revenues. Since the organization’s customer services are outsourced to India location, therefore the required technologies...
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...literature contains several definitions of OD, to quote a few: • OD is a response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of organization so they can better adopt new technologies, markets and challenges, and the dizzying rate of change itself ( Bennis, 1969). • OD is planned process of change in an organization’s culture through the utilization of behavioral science, technology, research and theory. ( Burke 1982) • Organizational Development is an effort (1)planned,(2) organizational wide, (3) managed from the top, (4) to increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge. (Beckhard,1969) Let us examine this definition: 1. It is a planned change effort. An OD program involves a systematic diagnosis of the organization, the development of strategic plan for improvement, and the mobilization of resources to carry out the effort. 2. It involves the total system. An organization development effort is related to a total organization change in the culture and the reward system or the total managerial strategy. 3. It is managed from the top. In an OD effort the top management of the system has personal investment in the program and it’s outcomes. They actively participates in the management of the effort. This does not mean that they must participate in the same activities as...
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...Organizational Development and Planned Changed Lashawnda Norris Everest University Online MAN 5285 Organizational Development and Change Dr. Jimmie Flores Organizational Development and Planned Change Organizational development is a set of planned-change techniques or interventions designed to improve organization effectiveness and employee well-being (Balzac, 2011). According to Worren, et al. (1999) stated: “change management is clearly broader than OD in that it includes a wide range of intervention strategies that may enhance human performance directly or indirectly, including process consultation, work restructuring, strategic HRM planning, and the design or development of information technology (IT) solutions (e.g., user interface design) A crucial feature of change management is that it is seen as only one component of a larger organizational change effort, the other components being strategy, business processes, and technology”. In many organizations, organizational development is primarily concerned with managing change in such a way that knowledge and skills are transferred to build the organization’s ability to achieve goals and solve problems (Cummings, et al., 2009). Worren & Ruddle (1999) states: “Organizational development places specific emphasis on the human resources and organizational culture functions. Talent must be attracted, retained and shepherded in order to achieve long-term success in an information economy. Companies...
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...analyse the strategic change management in Business Development Club. This club is intended to bridge the gap between management, policy-making departments and the various levels of employees who are not directly involved in management discussions. This report addresses about models of strategic change and then discuss relevance models of change in the current economy. Furthermore intervention techniques these key areas which mentioned sequentially. This report mentions about the need for strategic change in the Club and also describes the factor which one driving for change. Furthermore, explains the resources implications which one not responding to the change. In addition, Moreover discuss about stakeholder strategy, the system to involve stakeholders in the planning of change and then evaluation. Finally, develop appropriate model for this change programme and plan the implementation of a model for change and look at the measures to monitor the progress of this change. Strategic Change Management A process involves developing an innovative vision for where the company needs to be, and then developing an equally innovative path for achieving the goals. This is a systematic approach to dealing with change both from perspectives of an organisation and on the individual level. Change management can be defined by three main components: adapting to change, handling the change and effectively putting forth that change. To effectively put...
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...Test Bank for Organization Development & Change Chapter 1 General Introduction to Organization Development Multiple Choice Questions 1. Which of the following is included in the definition of OD? a. OD applies to an entire system b. OD is based on behavioral science knowledge c. OD is concerned with planned change d. OD encompasses strategy, structure, and process changes e. all of the above ANS: e 2. Organization development distinguishes itself from organization change and change management by which of the following characteristics? a. addressing the effective sequence of leadership issues that produce organization improvements b. focusing narrowly on cost, quality, and schedule c. focusing on the transfer of knowledge and skills to help the system manage future change d. taking a broadly focused approach that can apply to any kind of change e. none of the above ANS: c 3. Which of the following is not one of the “stems” of OD? a. laboratory training b. environmental analysis c. action research/survey feedback d. participative management and quality of work life e. strategic change ANS: b 4. The first “T-group” was formed a. to facilitate decision making b. to work on group projects c. to make the group more cohesive d. as people related to data about their own behavior ANS: d 5. The assumption underlying the use of survey feedback in OD is a. surveys are the best way to collect data b. surveys...
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...environment * Developing an OD contract *Organizational diagnosis- systematic approach of determining & examining the exact nature of the problem, identifying and underlying causes, & providing basis by w/c solution can be presented. Diagnostic Models * Analytical Model- interdepartmental issues in marketing, finance, production, human resource & technology * Emergent-Group model- studies behavior in work, effectiveness of teams * Management Consulting Model- analyzes six significant factors in organization (Planning, staffing, organizing,, directing & controlling) * Socio-technical model- social and technological interaction in the environment Diagnostic Process * Identify the possible problem areas * Gathering relevant data & information * Classifying, analyzing & presenting gathered data to the client * Specifying target clients * Selecting appropriate change intervention strategies * Determining the degree of change attained * Implementing the change Collecting diagnostic Information * Unobtrusive data- secondary data gathered from company records & other historical sources. * Data collection process * Clear definition of objectives * Accurate identification of significant variables *...
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...organization development. To accomplish this, interventions to help people and organizations, including training, coaching, talent management, team-building, change management, and so on are necessary. Organizational development describes a set of values, behavioral science-based theories and strategies to improve organizations. The three major steps in the organizational development process: intervention, evaluation, and diagnosis. Implementation of these steps happens when management believes there are deficiencies in how the organization is functioning. Diagnosis includes collecting information through questionnaires, records, interviews, internal documents, and reports. An intervention takes place after the situations are diagnosed. The intervention techniques consist of the process consultation, team building, third-party intervention, survey feedback, techno structure activities, and skill development. Finally, the evaluation component occurs at the conclusion of the process and must be monitored on a regular basis in organizational development programs for accurate diagnosis. Conditions Certain conditions, which affect the success for organizational change and development are consultants who guide the organization through the change process, top management support, organizational ownership, and general resistance to the change and development process. Through the conditions mentioned, managers determine whether change is needed to enhance effectiveness and determine...
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