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Organizational Development

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Organizational Development
Organizational development is having the competence to recognize where a company is at currently and the vision of what a company could evolve into. OD is giving the company the tools to make it successful in the long run (Brown, 2011). Before this class I did not understand all the concepts associated with OD or how they could benefit me in the future. I now will be able to develop diagnostic skills to identify OD issues, problems, and opportunities; acquire the ability to apply OD knowledge to organizational situations, and identify organizational situations that require professional assistance, thus achieving my personal and professional goals.
Part of OD is being able to anticipate the need for change. This need for change may arise because of issues, problems, or opportunities within a corporation. For example, when companies are in highly competitive markets they must continuously change and adapt (Brown, 2011). Also, when companies fail to be financially viable they must look for ways to increase profitability. Failure to perform at previous levels is another reason companies look to OD as a way to change (Brown, 2011). These are all issues and problems that OD professionals aim at changing. I work for a small non-profit housing corporation. We help people who are at risk of foreclosure and other financial housing matters. In the past year the foreclosure department has been declining. This would be the exact reason a company would hire an OD professional.
Problems do not have to arise to call in an OD professional. If a company sees an opportunity and can gain something this could be reason for turning to OD (Brown, 2011). For example, a Canadian equity firm was looking into expanding. They called in an OD professional who researched and evaluated the company (RHR International, 2012). The OD professional concluded from the

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