...Organization Development Organization Development (OD)is a process by which behavioral science knowledge and practices are used to help organizations achieve greater effectiveness, including improved quality of work life and increased productivity (Cummings, & Huse, 1989). In the 1950s and 1960s a new, integrated approach originated known as Organization Development (OD): the systematic application of behavioral science knowledge at various levels (group, intergroup, and total organization) to bring about planned change (Newstrom & Davis, 1993) Organizational development As defined by Richard Beckhard, "Organizational development" (OD) is a planned, top-down, organization-wide effort to increase the organization's effectiveness and health. OD is achieved through interventions in the organization's "processes," using behavioural science knowledge. According to Warren Bennis, 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. Warner Burke emphasizes that OD is not just "anything done to better an organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis. Change Agent A change agent in the sense used here is not a technical expert skilled in such functional areas as accounting, production, or finance...
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...Action Research Model The action research model focuses on planned change as a cyclical process in which initial research about the organization provides information to guide subsequent action. Then the results of the action are assessed to provide further information to guide further action, and so on. This iterative (iterate means to repeat) cycle of research and action involves considerable collaboration among organization members and OD practitioners. It places heavy emphasis on data gathering and diagnosis prior to action planning and implementation, as well as careful evaluation of results after action is taken. Action research is traditionally aimed both at helping specific organizations to implement planned change and at developing more general knowledge that can be applied to other change and settings. Although action research was originally developed to have this dual focus on knowledge, it has been adapted to OD efforts in which the major emphasis is on planned change. Figure 2.1 (B) shows the cyclical phases of planned change as defined by the original research method. The main steps involved are: 1. Entry (Problem identification): This stage usually begins when a key executive in the organization or someone with power and influence senses that the organization has one or more problems that might be solved with the help of an OD practitioner. Contact between the consultant and client is what initiates the entry phase. After the contact, the consultant and...
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...Notes: * Planned change as a cyclic process * Research = guide to action * Action = Information = Research * Process requires considerable collaboration among interested parties * Problem focused change * Heavy emphasis on data gathering and diagnosis prior to action planning and implementation… and evaluation of results after action * Two focus areas * Help specific organizations implement planned change * Developing more general knowledge that can be applied to other settings * Main application is on planned change * Eight Steps 1. Problem identification * When problem(s) identified from higher level * Who is defining the problem? Is this the real problem? * What are the intentions behind the defined problem? * Who are the players? * What do they get out of the change project? * Is it genuine, political, or filler? 2. Consultation with Behavioural science expert * Appraisal of beliefs, assumptions, values to create understanding and level playing field * How do you identify/define competence of the OB expert? * How is alignment between OB expert and Business achieved? * Time requirements/limits to understand influences, positive and negative 3. Data gathering and preliminary diagnosis * Usually completed by OD practitioner * Gathering appropriate information and analysis ...
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...HISTORY OF ORGANIZATIONAL DEVELOPMENT In the late 1960s organizational development was implemented in organizations via consultants, but was relatively unknown as a theory of practice and had no common definition among its practitioners. Richard Beckhard, an authority on organizational development and change management, defined organizational development as "an effort, planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's processes, using behavioral-science knowledge" (Beckhard 1969). Throughout the 1970s and 1980s organizational development became a more established field with courses and programs being offered in business, education, and administration curricula. In the 1990s and 2000s organizational development continued to grow and evolve and its influences could be seen in theories and strategies such as total quality management (TQM), team building, job enrichment, and reengineering. RATIONALE AND IMPLEMENTATION Organizational development takes into consideration how the organization and its constituents or employees function together. Does the organization meet the needs of its employees? Do the employees work effectively to make the organization a success? How can the symbiotic relationship between employee satisfaction and organizational success be optimized? Organizational development places emphasis on the human factors and data inherent in the organization-employee...
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...NELL HODGSON WOODRUFF SCHOOL OF NURSING TITLE: NRSG 507: Theory and Research Applications CREDIT ALLOCATION: 3 Semester hours PLACEMENT: Tuesdays 1:00 – 3:50 PM Rm. 201 FACULTY: Catherine Vena, PhD, RN | Eun Seok (Julie) Cha, PhD, RN | Clinical Associate Professor | Assistant Professor | Room 224 | Room 234 | cvena@emory.edu | echa5@emory.edu | 404-727-8430 | 404-712-9578 | Office Hours: By appointment | Office Hours: By appointment | COURSE DESCRIPTION: This course is an introduction to the theoretical and research foundations of advanced nursing practice. Key content to be covered includes the philosophical basis of science and knowledge, the structure and development of theory, qualitative and quantitative research methods, theory and research critique, and the application of theory and research in advanced nursing practice. It delineates research competencies for advanced practice nurses. The course encompasses critique of studies, application of research findings to practice (research utilization) and evaluation of outcomes attributable to advanced practice nursing. Ethical considerations related to research are integrated throughout the course. COURSE OBJECTIVES/OUTCOMES: 1. Understand the relationship between theory, research, and practice. 2. Critique and evaluate theoretical perspectives and research methods used to address clinical problems. 3. Understand qualitative and...
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...What is Social Psychology? Psychology has many divisions including abnormal, cognitive, developmental, comparative, educational, experimental, and a multitude of others. It is a diverse and complex field of study, with each branch focusing on its own perspective of human thought and behavior. Social psychology spotlights human behavior as it relates to social interactions, influences, and relationships. It seeks to understand why people in society behave the way they do with each other and to determine the cause of societal conformities, beliefs, and trends. The following paper provides an overview of social psychology; its definition, how it differs from other branches, and the role of research in the discipline. Social Psychology Defined Social psychology is defined as "the scientific study of how people think about, influence, and relate to each other" (Myers, 2010). The main concepts studied within the field of social psychology include social thinking, influence, and relations. Social thinking encompasses how people perceive themselves and others, their attitudes, beliefs, and judgments. Social influences encompasses how culture, social situations, groups of people, and the accompanying temperaments manipulates behavior. Finally, social relations refers to how relationships (attraction, intimacy, family), feelings toward others (prejudice, hostility, kindness), and biology relate to behavior (Myers, 2010). Social Psychology Differs From Other Disciplines ...
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...development, implementation, and maintenance of computer hardware and software systems to organize and communicate information electronically.” It is referred to as anything that relates to computing technology, such as networking, hardware, software, the Internet and etc. It is very obvious that we live in a technology driven world. Information technology (IT) is recognized as a critical infrastructure in many organizations. IT is also emerging as an effective contributor to organizational performance. It is often argued that success of the IT induction is attributed to strategy, consistent delivery, systems usability. Although many people take its impact for granted, information technology (IT) is what connects people, organizations, and social systems (Church, Gilbert, Oliver, Paquet & Surface, 2002). In the article, The Role of Technology in Organization Development and Change, it states that Technology drives:...
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...Discuss organizational development in details -30 Marks Organizational development can be defined as:- * 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...
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...consider as dynamic and complex social systems where changes need to be done as whole within the organisation system. Today, OD is counted on to improve organisations that are operating in a quite different environment than that of the 1960s. The nature and forms of organisations are changing dramatically. The field of organization development requires its own evolution to accommodate the evolution of organisations. 2.0 The Philosophy of Change Management In order to understand change management we need to look it as strategy and strategic management. According to Viljoen (1994) defines strategic management as “the process of identifying, choosing and implementing activities that will enhance the long term performance of an organisation by setting direction and by creating ongoing compatibility between the internal skills and resources of the organisation, and the changing external environment within which it operates. Change Management is the process of aligning an organisation‟s people, processes, and culture with changes in business strategy, structure and systems. It can be reactive or proactive and strategic or operational in nature. “Organization Development is the attempt to influence the members of an organisation to expand their candidness with each other about their view of the organisation and their experience in it, and to take greater responsibility for their own actions as organisation members. 1 The assumption behind OD is that when people pursue both...
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...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 system built...
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...Statistics in Business Statistics is a mathematical science pertaining to the collection, analysis, interpretation or explanation, and presentation of data. It also provides tools for prediction and forecasting based on data. It is applicable to a wide variety of academic disciplines, from the natural and social sciences to the humanities, government and business ("Statanalysis Consulting", 2013). Statistics is used in decision making that affects our everyday lives. The study of statistics is divided into two categories and has four levels of measurements. The two types of statistics are descriptive statistics and inferential statistics. Descriptive statistics is the organizing, presenting, and analyzing of data in an informative way. Inferential statistics is the methods used to estimate a property of a population on the basis of a sample. The four levels of measurements in statistics are nominal, ordinal, interval, and ratio. The first scale is nominal. The nominal level of measurement is the lowest level. Nominal data deals with names, categories, or labels. The next level is called the ordinal level of measurement. Data at this level can be ordered, but no differences between the data can be taken that are meaningful. The interval level of measurement deals with data that can be ordered, and in which differences between the data does make sense. The fourth and highest level of measurement is the ratio level. Data at the ratio level possess all of the features of the...
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...labor, Rules and regulations, Clear separation of staff and line. And forces of light represented as “Human relations school”. and enumerates their characteristics as: Delegation of authority, Employee autonomy, Trust and openness, Concerns with the whole person and Interpersonal dynamics. Now this describes the difference between the organizational perspective of 20th century and 21st century, Forces of darkness represents the “Organization as Rationale Systems” and Forces of Light represents “Organizations as Open systems”. These two concepts of organizational theory has been under rigorous research by Theorists during 20th century. And finally Kurt Lewin's work in the 1940s and 1950s made people realize that organizational structures and processes influence worker behavior and motivation. Again in the last two decades, there has been a paradigm shift in Organizational sciences, especially in management theory and practice. And this paradigm...
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...(Portsmouth, NH) MEDTRONIC, INC. Portsmouth, NH 2012 – Present Advanced Energy, LLC Global HR Director/Strategic Business Partner • Direct report to VP/GM global $300M surgical technologies business unit – HR/OD strategy. • Focus on 200 person commercial team – transition from distributorship model to B2 B direct sales. • Part of new leadership team – long-term strategic goal: $1B annual revenues by 2020. • Aggressive expansion plans in underserved surgical markets: India, China, and South America. • Executive staffing, succession planning, leadership development and talent management focus. • Driving unique high-performance culture setting the bar for MDT in double digit growth model. NYPRO, INC. Clinton, MA 2009 – 2012 Healthcare Global Business Unit $1.4B Global Medical Device Manufacturer Global Director, Human Resources • Sr. HR Executive for Healthcare Global Business Unit – reported to GBU Group President • Lead Global HR Teams in Hong Kong, Europe, Mexico, Puerto Rico and United States (Chicago IL, North Carolina, and Massachusetts) • Managed HR/OD/Compensation/Training and Strategic Staffing support/services for all locations • Strategic Business Partner to Healthcare Global Business Unit – Executive Leadership Team member – HR partner for strategic planning • Developed short and long-term...
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...Appreciative Inquiry as a Team Development Intervention: A Controlled Experiment Gervase R. Bushe Ph.D. Graeme Coetzer MBA Faculty of Business Administration Simon Fraser University Burnaby, BC, Canada V5A 1S6 (604) 291-4104 FAX: (604) 291-4920 email: bushe@sfu.ca An edited version of this paper was published in the Journal of Applied Behavioral Science, 1995, 31:1, 13-30 Gervase R. Bushe (Ph.D. Case Western Reserve) is Associate Professor, Organization Development in the Faculty of Business Administration, Simon Fraser University, Burnaby, BC, Canada, V5A 1S6. Graeme Coetzer (MBA Simon Fraser University) is a doctoral student in organization development in the Faculty of Business Administration, Simon Fraser University. Appreciative Inquiry as a Team Development Intervention: A Controlled Experiment ABSTRACT In a controlled laboratory experiment the effects of a team development intervention based on the theory of appreciative inquiry was compared with task oriented team development and lectures on group processes, outcomes and performance. 96 undergraduate students in two semesters of an introductory organization behaviour course participated in 4 person teams and had 13 weeks to complete a task worth 25% of each member's final grade. One third of teams received an appreciative inquiry intervention, another third received a task oriented team development intervention and the final third received a lecture on group...
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...University of Phoenix Material Psychodynamic Personality Theories Matrix Using the text for this course, the University Library, the Internet, and/or other resources, complete the following table. |Theory |Assumptions |Reliability |Validity |Application | |Psychoanalytic Theory |Psychoanalytic theory originated with the |Based on his observations | “It is true that Freud essentially |Freud developed a theory that described development | | |work of Sigmund Freud. Through his clinical |Psychoanalytic theory was an |considered psychoanalysis a pure science, |in terms of a series of psychosexual stages. | | |work with patients suffering from mental |enormously influential force |but that is a view which has been |According to Freud, conflicts that occur during each | | |illness, Freud came to believe that childhood|during the first half of the |superseded by the current view, which puts|of these stages can have a lifelong influence on | | |experiences and unconscious desires |twentieth century but reliability |more emphasis on the issue of how fruitful|personality and behavior. | | |influenced behavior....
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