BUS 370: Organizational Development
June 27, 2011
Success through Organizational Development
Organizational development is a learning tool that can be utilized not only for professional success but for personal success in life as well. This particular tool or resources deals directly with change and who to best deal with the changes in order to produce a good outcome for all involved. Our text teaches us that, “Organizational development (OD) comprises the long-range efforts and programs aimed at improving an organization’s ability to survive by changing its problem solving and renewal processes,” (Brown, D.R., Harvey D., pg. 3). Making adjustments in the areas of problem solving and renewal processes can make a dramatic difference when it comes to failure and success. But before being able to make the adjustments and transition into a new process, the company or the person must know how to implement these programs. Flourishing implementation is where organizational development is able to thrive.
There are three program outcomes that seemed extremely beneficial to me in the way of organizational development. Beneficial in that I would be able to make use of them to achieve personal and professional goals. The program outcomes selected are: to develop diagnostic skills to identify organizational development issues, problems, and opportunities, to provide practice in identifying appropriate actions and selection of best alternative organizational development actions in actual work situations, and to identify organizational situations that require professional assistance. In an ever changing world, whether the change is due to economics, education, technology, population, etc. one must be able to access the times and implement the proper program. “In today’s environment, companies seeking to be successful and survive are faced with the need to continually introduce changes. Continual change is a way of life,”(Brown, D.R., Harvey D., pg. 17). Organizational development is way to make massive change if needed or individualized change (still on a large scale) in an organized way. Our text states, “Organizational development efforts are planned, systematic approaches to change. They involve changes to the total organization or to relatively large segments of it,” (Brown, D.R., Harvey D., pg. 3).
There are several goals that I desire to achieve throughout the course of my life. I have learned from taking this course that organizational development can not only propel me in the right direction but see me all the way through as well. The same way that organizational development is geared towards total change or large segments of change within a company, the same can hold true for a person’s mentality. Sometimes for an individual to go from one plateau in life to another they need to totally revamp their way of thinking concerning life in general or a particular area of life. This can be a significant undertaking and overwhelming to say the least but it is possible.
The first program outcome that I selected was: to develop diagnostic skills to identify organizational development issues, problems, and opportunities. Being able to accurately identify or determine organizational issues, problems, and opportunities is vitally important. The assessment can not be one sided or bias because an accurate diagnosis will not take place. An accurate evaluation may only be reached by brining in another person that has the skills and the knowledge already to advance in life. In a personal setting these people are equivalent what our text calls, OD practitioners, OD specialist, or OD consultants. “OD specialists are professionals that have specialized and trained in organization development and related areas, such as organization behavior, applied social sciences, interpersonal communications, and decision making,” (Brown, D.R., Harvey D., pg. 10)....