...Organizational Development Paper Organizational Development, What is organizational development? Organizational development according to Britt & Jex is described as the change in the work facility, to promote growth within the company by using different, strategies, values, and technologies. This is needed in the company when it is at a slow steady pace and the competitors are out growing your company. Making a stronger organization is the key to lasting, changing the poor performance that has the company from showing profits for long times. The process consists on first finding or identifying the problem, who, what, or where the change need to be. Then the assessment, and planning involvement, retrieving data and evaluate. After factoring all the info, examine to see if it has accomplished what was needed to make the necessary changes in improving the company. There are a number of theories associated with organizational development. Lewin’s shared three theories on organizational development, unfreezing, transformation, and refreezing. The company comes to the realization there is a need for a change, and the changes in organizational development transpire, and finally the changes are executed in the organizational procedure. Lewin does also have a theory that suggests that organizational development can come through the use of problem identification, hypothesis development and testing, and data analysis (Britt & Jex, 2008, Ch. 15). These can occur several times during...
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...Running Head: ORGANIZATIONAL PSYCHOLOGY Organizational Psychology Paper June Forbes-Nixon PSY 428 21st March 2011 Facilitator - Maria Cuddy-Casey Defining Organizational Psychology Organizational psychology is a field that utilizes scientific methodology to better understand the behavior of individuals working in organizational settings. In principle, organizational psychology focuses on workplace, including its workers, and organizations that employ them. Organizational psychology gives hiring tests, study the best ways to train employees, investigate how to improve work conditions, and analyze how management and employees can get along better. Organizational psychology should be viewed as a science; it is based on scientific studies of behavior in both organization and laboratory settings. Organizational psychology is part of a broader field of study in its own right; however, it is actually part of the broader field of industrial/organizational psychology, (Jex & Britt, 2008). Industrial psychology is defined as the application of methods and principles of psychology to the workplace using scientific methods to study behavior in organizations. Industrial psychology deals with recruitment, selection, classification, compensation, performance appraisal and training of employees. Whereas, organizational psychology is concerned with socialization, motivation, occupational stress, leadership, group performance and organization development. Historically...
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...Organizational Development Paper: IKEA * Joe Purdoff CMB 533 Human Resource Strategies June 18, 2012 IKEA is at the top of the world’s leading furniture retailers, and has set new standards for competitiveness in household furnishings. The company has achieved this position by redefining the roles and interactions between the firm and its customers. Founded in 1943 by a poor Swedish farmer named Ingvar Kamprad, IKEA is now one of the largest furniture retailers in the world. From its inception, Kamprad wanted to create cheap, quality furniture that everyone could afford. This formula led to IKEA’s early success in Sweden and has carried over until today. IKEA's positive HR policies have supported a strong and nurturing culture that promotes diversity and creativity. To its customers, IKEA is not just a store but a way of life, which is evident through the impressive customer loyalty the company has achieved. IKEA has also been able to build a solid labor force that has helped meet the demands of its shoppers and create products that meet those demands at a reasonable price. IKEA products are sold at unique stores that serve strategically important, geographic markets. This paper examines the factors that have made IKEA such a big success and offers some recommendations for future growth. Today, IKEA has 332 stores in thirty-eight countries. In fiscal year 2010, it sold $23.1 billion worth of goods, a 7.7 percent increase over 2009 (Wikipedia). Revenues...
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... | | |College of Social Sciences | | |PSYCH/570 Version 2 | | |Organizational Psychology | | |Dr. Kathleen Hughes De Sousa | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course is an in-depth look at organizational psychology and therefore covers the organizational side of the field, including the impact of the organizations on the individual and on groups of individuals. The dynamics and cultural characteristics of organizations are identified and described in-depth, and organizational development and change are given particular emphasis as well. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are...
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...School of Psychology 2013 Paper Outline Faculty of Arts and Social Sciences PSYC573-13A (HAM) Personnel Training & Development Lecture times/rooms: Thursdays, 09:00am – 10:50am. Room I1.08. Lecturer/Convenor: Donald Cable, Room K1.01. Extn: 8296. Email: dcable@waikato.ac.nz Student consultation hours: Thursdays 14:00-15:00. Other times by appointment. Paper Description The aim of this paper is for you to develop an understanding of the theory, research, and practice relating to training and development (including career development) in organizations. Upon successfully completing this course, you should be able to: understand, and apply personnel training and development psychology theory and research, and bridge the gap between this and the practice, conduct training needs analyses and evaluate training and development (including career and professional development) initiatives, identify or develop training programs which incorporate sound principles of learning and training transfer, identify and develop the competencies that will support you in pursuing a career as an organizational psychology (or HR) practitioner with a focus on the training and development of individuals in organizations. Blending the exploratory learning aspect of Active Learning with proceduralized instruction, and creating a learning environment within which students are actively encouraged to construct knowledge, this paper includes lectures with associated readings, student seminars...
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...Running head: ORGANIZATIONAL DEVELOPMENT Organizational Development University of Phoenix Organizational Development Organizational development and organizational psychology share a similar link. Both organizational development and organizational psychology entail delving into the realm human behavior in efforts to modify individual and group behavior to increase organizational efficiency and performance. The objective of this paper is to examine organizational development by providing an explanation of the process followed by identifying the theories associated with organizational development. In addition, the paper will illustrate which specific conditions are necessary for successful organizational change and development. Close assessment of the objective will lead to a clear understanding of the bond between organizational development and organizational psychology. Process of Organizational Development Organizational development is the systematic process to implement planned and effective change using technologies, research, theories, and behavioral science in effort to promote change that will “improve” the performance and overall health of an organization. More specifically, “organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges”(University of Virginia Leadership Development Center, n.d., ¶ 1). The primary...
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...Ashland University Organization Design, Development, and Change Management MBA 501 (Hybrid/Classroom & Online) Dauch Room 243 Fall 2015 Professor: Pat Berry, (MAOL), Adjunct Professor E-mail: Office Hours: Available via email, text, or phone, (330-336-4646) Credit hours: 3 Class meeting times: Face to face meetings will be September 14, 28, October 12, 26, November 9, 23. The alternating sessions after week September 14th, will be offered online via BlackBoard. Prerequisites: MBA Foundations class or equivalent Course Materials: Organization Development & Change, Thomas G. Cummings and Christopher G. Worley, 10th edition, (note the 9th edition is not the same). Course Description: This course explores the theories and concepts managers can apply, on their own or in collaboration with an OD consultant, to drive effective change management initiatives within their departments or organizations. The course examines how to create and enact positive change in business at the systems level by understanding the elements of organizational design as well as theories and models pertinent to organizational change. The course focuses on large-scale OD interventions as well as strategies and tactics managers can employ to plan, enact and monitor change within their spheres of influence. Topics covered in the course include: understanding the fundamentals of organizational design; systems thinking and its impact on the change process; defining OD and the...
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...July 2011] Employee Development and Its Affect on Employee Performance A Conceptual Framework Abdul Hameed Aamer Waheed Lecturer Management Sciences, COMSATS Institute of Information Technology Park Road, Islamabad, Pakistan E-mail: abdulhameed@comsats.edu.pk Abstract Employee is a key element of the organization. The success or failure of the organization depends on employee performance. Therefore, organizations are investing huge amount of money on employee development. This paper analyzes the theoretical framework & models related to employee development and its affect on employee performance. The key variables identifies related to employee development and Employee performance. The further discussion develops a proposed model which explains the relationship between employee development variables (employee learning, skill growth, self directed, employee attitude) and employee performance variable. The employee performance will affect on organizational effectiveness. The paper is divided into three parts. The introductory part provides brief overview related to employee development and its affect on employee performance. The second part analyzes the views and studies of the past researchers related to employee development and employee performance. In the end, paper presents the proposed model along with the discussion and conclusion. Keywords: Employee development, employee performance, organizational effectiveness. Introduction Employee Development is one of the most important...
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...Organizational Development Paper Abstract In todays fast pace business world, the necessity for organizational change and development is more important than ever for an organization to survive and thrive. This paper will explain the organizational development process, identify key theories associated with organization development, and describe the conditions necessary for successful organization change and development. It will also explain why organization development is important in today’s economy. Organizational development is a benchmark for a given organization’s success in establishing its core values, mission statement and goals. Whether an organization is non-profit or for profit does not change the fact that both types of organizations need to make the best of all plans and then implement them to make the right culture as well as model of running the business or supporting the cause which this particular organization is used to doing. What is necessary is the most of the work is done by middle and upper management, in planning the projects and yearly goals. When an organization goes through staffing of capital change or depletion, all changes have to be made in accordance with the balance capital as well as the needs for more human power to run a specific position and or functions within various departments of the organization. As organizational needs and business demands shift so do the processes of conduction business and managing the organizational...
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...http://aessweb.com/journal-detail.php?id=5006 LEARNING ORGANIZATION AND COMPETITIVE ADVANTAGE-AN INTEGRATED APPROACH Muhammad Farrukh Institute of Graduate Research, SEGI University Malaysia, Malaysia Abdul Waheed School of Business and Economics, University of Management and Technology, Lahore, Pakistan Abstract The major purpose of this conceptual paper is to integrate the view points of different researchers about leaning organization and competitive advantage and then to develop a proposed model of Learning organization. After the in-depth study of literature we concluded that learning organization is an organization which learns through its members individually and collectively to create competitive advantages by developing a facilitative system through the process of self-development and information sharing by empowering the employees.. The paper also finds some critical factors which must be present in the organization to become a learning organization. These factors are Innovation, facilitative leadership, self-development, empowerment, and information sharing and collective collaboration. The paper tried to explain the similarities and differences among the previously available models of learning organization and proposed a new theoretical model for LO. Keywords: Learning organization, organization learning, innovation, facilitative leadership, empowerment, information sharing, collective collaboration 1. INTRODUCTION* In this dynamic business...
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...An Organizational Perspective of HCL Technologies Michael Franklin MBA – 6241 16 September 2012 Abstract This organizational perspective paper provides an overview of outsourcing, how the relationship between development and performance management effects outsourcing services and the goals of HCL Technologies. An Organization Perspective on HCL Technologies Introduction In order for a company to effectively provide outsourcing services, it is important that some the internal aspects of the company, such as development and performance management, be established and operating proficiently. In doing so, it is also important that the Human Resource Management (HRM) team know what type of development is needed within an organization as well as establish a good performance management system in order to meet outsourcing organizational strategic goals. “For a company to have a good strategy foundation, certain tasks must be accomplished in pursuit of the company’s goals, individuals must possess certain skills to perform those tasks, and these individuals must be motivated perform their skills effectively.” (Noe, R., Hollenback, J., Gerhart, B., Wright, P. 2010, p. 9) This is where the importance of development and performance management becomes essential for a company. When providing outsourcing services for global clients, it is important that internal aspects such as development and performance management are operating at the highest level. HCL Technologies is a technology...
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... |MGT/431 Version 6 | | |Human Resource Management | | |Puerto Rico Campus | Copyright © 2009, 2008, 2006, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on the strategic role of human resource management, personnel planning and job analysis, personnel selection, performance appraisal, compensation, training, and development from the vantage point of the manager. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P....
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...rganizational Development Organizations undergo many changes over the years to survive. In this paper the subject to discuss is the process of organizational development, many of the theories used in the processes, and the basics of the organization changes. Additionally, the paper will present what conditions are necessary for organizational development and changes. Process of Organizational Development The process of organizational development is simply an organization improving itself by setting plans and implementing them. The plans are usually set toward improvements in the performance of the organization and individual development in an effort to increase productivity, work satisfaction, and profit. This is done by changing the behavior of the individuals by addressing their communication methods and other factors that constitute them working together along with other issues needing resolution. Most organizations find themselves in the processes of organizational development to remain strong against their competition. According to the authors of Organizational Psychology “One of the most common motivating factors behind organizational development programs can best be described as survival” (Jex & Britt, 2008, p. 1). Lewin’s Three-Step Model Lewin’s model states that organizational change involves a move from one state to another. Step 1: Unfreezing – In this step there is recognition of change identity. Conditions from the resistance of change began to show...
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...Retreat Sunday, May 17, 2009. Retreat. Location to be determined. Leadership Conference: Location and date to be determined. Attendance required Course Instructor: Roberto A. Peña, Ph.D. Associate Professor Office: Loyola Hall, Room 407 Contact Information: Office Telephone: Home Telephone: Fax Machine: E-mail Address: (206) 296-6496 (206) 780-6970 (206) 296-2053 penar@seattleu.edu Program Administrative Assistant: Ms. Eunice MacGill Seattle University School of Education Loyola Hall, Room 408 Office Telephone: (206) 296-6170 Fax Machine: (206) 296-2053 E-mail Address: macgille@seattleu.edu EDLR 631, 632, 633 COURSE GOALS: The central issue in course development is “how does an instructor wish her or his (sic) students to be different because of having taken his course?” Necessarily, the beginning of course development should be the establishment of goals...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/0954-478X.htm TQM 19,1 6 Dynamics of organizational learning and continuous improvement in six sigma implementation Taina Savolainen Department of Business and Economics, University of Joensuu, Joensuu, Finland, and Arto Haikonen Genworth Financial, Helsinki, Finland Abstract Purpose – The purpose of this paper is to examine the dynamics of organizational learning and continuous improvement (CI) in the context six sigma implementation in business organizations operating in multicultural environments. Design/methodology/approach – A specific research question is: does learning mechanisms and continuous improvement practices support each other and how, and what type of learning can be identified in the improvement of business processes. The question is linked to one of the fundamental issues currently discussed in the field of organizational learning; how do organizations get “from here to there”, in other words, what is the dynamics of the processes of learning and how progressive learning is achieved. A case study of a few Finnish companies is made and a procedural implementation model is applied. Findings – The findings suggest that the learning process is characterized by measurement, detection and correction of errors, and cost reduction. In six sigma implementation, learning is a single-loop type of learning. It is an incremental change process which reminds a technical...
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