As we enter the twenty-first century, the environment in which organizations operate is increasingly turbulent, rocked by forces such as globalization and rapid technological change. Social and demographic forces have dramatically changed the make-up of today's workforce, which is now the most educated and ethnically diverse in history, in addition to having the greatest representation of people. These developments are profoundly affecting the way in which organizations structure themselves, just as they are influencing individuals' attitudes to and expectations of both organizations and work. Organizational behavior is compatible with careers in consulting, human resources, organizational design, and change management. In addition, the field can be effectively combined with other specializations.
Organizational development is the process through which an organization develops the internal capacity to be the most effective it can be in its mission work and to sustain itself over the long term. This definition highlights the explicit connection between organizational development work and the achievement of organizational mission. This connection is the rationale for doing OD work. Organizational Development (O.D.) can help groups and individuals improve various aspects of organizational life necessary for success, including culture, values, systems and behavior. The goal of O.D. is to increase organizational effectiveness and organizational health, through planned interventions in the organization's processes, operations, and behavior. Most often, O.D. Services are requested when an organization (or a unit within an organization) is undergoing a process of change.
More and more organizations today face a dynamic and changing environment. This, in turn, is requiring these organizations to adapt. "Change or die!" is the rallying cry among today's managers worldwide. Exactly, if organizations do not embrace change that will die, the company will go bankrupt. Successful organizations embrace change and develop to realign and adapt to changing environment, technology, and globalization, take advantage of business opportunities that may arise, and to stay competitive to beat the competition.
This particular case study is done based on organizational behaviors and organizational development theories. It is about the Farm Bank president to design and install a comprehensive management information system to try change and develop the organization in the country. This project analyzes the organization behavior and current organizational problems in the company, and the suggestions on how to enhance employee effectiveness and increase organizational productivity are discussed. We have analyzed the causes for the problem both macro and micro; and we are to discuss the OBOD intervention that would enhance the effectiveness in systems affected within the company, increasing the organizational productivity and also helping the employees to maintain high morale among them through the organization behavior.
The project also analyses interpersonal influences that impact upon group behavior in the work setting. Topics covered in this section include communication, decision-making, constructing work teams, leadership, and issues in power and politics, and conflict resolution. As from the whole case analysis we basically following find the problems and causes through the systems affected with the organization behavior to make the recommendations, which in develop the organization of the Farm Bank in this project. The aim of this assignment is to explore the field of OBOD about the several issues in this case: the impact of organizational structure on individual and organizational effectiveness; leadership; conflict management; decision-making; motivation, and stress. All these issues analysis and recommendations that will illustrate by the case of " The Farm Bank".
All these basic OBOD principles...