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Workplace wellness program research paper
Designing organizational development interventions essay
Workplace wellness program research paper
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What is organizational development? Beckhard (1996) defined organizational development as an effort planned, organization wide, and managed from the top, to increase organizational effectiveness and health through planned interventions in the organization’s “process,” using behavior-science (Anderson, 2012, p.2). Nowadays in the business field, in order for an organization to be successful, they must be flexible. They must implement effective organizational development (OD) interventions which are “intended to make an organization and its constituent parts self-conscious with respect to how results are accomplished and how individuals and groups relate to each other” (Leach, 1978, p. 34). “ OD interventions involve respect for people, a climate of trust and support, shared power, open confrontation of issues, and the active participation of stakeholders” (Justo, 2009, ¶ 1). This research paper identifies the different interventions; define one intervention, why interventions fail, and planning interventions for success.
There are different levels an organization may be trying to improve such as individual, group, organization, or trans-organization. “According to Robbins (1994), OD integrates a collection of planned change interventions that relies on humanistic and democratic values, aimed at improving organizational effectiveness, and employees’ well-being” (Justo, 2009, ¶ 3). Four major interventions that are being used today are strategic, technostructural, management and leadership development, and team development and group process interventions.
Strategic Intervention
Strategic Intervention focuses on the organization and its interaction with its external environment, and is often involving changes to many areas...
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Winter, Richard. (n.d.). Interpersonal Interventions [PowerPoint Slide]. Retrieved November 14, 2011, from http://docs.google.com/viewer?a=v&q=cache:QvdOfrQg9q4J:teaching.fec.anu.edu.au/MGMT2035/Interpersonal_Week%25208.pdf+Process+consultation+in+Individual/Interpersonal+Process+Intervention&hl=en&gl=us&pid=bl&srcid=ADGEEShvAAahazAf4HOlDiNpo5O_ddoAG4DSP1XEGpJ8aI4Us_LQlUn-MY_BkFz1V1yLscynl0gkw1qaHgUp78yflwi869x81O2gvg-Fon9-9AmYRzwWB4mOfWW7wq8erqX4GPFnLd6H&sig=AHIEtbRIlzZynRXQQo6UzWlmQc_iiGF9dQ
Third Party Interventions. (1998). Retrieved November 19, 2011, from http://www.colorado.edu/conflict/peace/treatment/3ptyint.htm
Haws, Tim. (n.d.). Team Building. Retrieved November 19, 2011, from http://edweb.sdsu.edu/people/Arossett/pie/Interventions/teaming_1.htm
Leaders benefit from building a team to create and implement change, this is a key theme in the Kotter model of change. This teambuilding engages employees throughout the process. Allowing employees to be a part of the change process gives them the opportunity and trust to be creative moving toward the future (Cochrane, 2002). Leaders can create opportunity for employees and leaders to dialogue about the change, which can help troubleshoot the process. Leaders who engage employees throughout the organization from various levels of the organization will receive perspectives from the entire organization helping them make better-informed decisions. Employees want to be allowed the opportunity to help an organization they believe in, in a way that enhances the
A strategic analysis provides an examination of both the internal and external factors impacting on the organisation (Papulova & Gazova, 2016). City
In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,
Fast Company,(139), 69-70,73,16. Retrieved from Research Library. Document ID: 1870795761. Wheelen, Thomas L. & Hunger, J. David, (2010). Strategic management and business policy.
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
Gibson, J.L., Ivancevich, J.M., Donnelly, J.H., & Konopaske, R. (2009). Organizations: Behaviors, structure, processes (13th ed.) New York, NY: McGraw-Hill Companies, Inc.
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
The coaching as image of managing is supported by Organizational Development (OD) theory. According to Beckhard (1969), the OD approach is planned, top-management committed, aimed to improve the effectiveness, long-term, action-oriented, focused on groups and teams. Each of these characteristics could be seen in interventions during the implementation of the change in British Airways.
What is organizational behavior? Prior to this course, I had never known that much of what is organizational behavior and in which ways it can impact the organization. Initially, over the course my knowledge about OB was expanded.
Jones, G. R. (2010). Organizational theory, design, and change. 6th Ed. Upper Saddle River, NJ: Prentice Hall
• Hitt, Michael A; Hokisson, Robert E.; Ireland, RD. Strategic Management. 6th Ed., Masson, Ohio: Souht. Wester 2005.
Remove barriers: If follow these steps and reach this point in the change process, and will discuss the vision and build the support of all levels of the organization. The Organization shall review the organizational structure, job descriptions, compensation and performance systems to ensure they are in line with this vision. Create urgency for change to occur, it is useful if the whole society really wants. Develop a sense of urgency about the need for change. This can help the company Alphabet Games spark of motivation to get things moving. It will help to identify potential threats, and develop scenarios showing what could happen in the future. It also examines
Cummings, T. G. (2008). Organizational Development Diagnosis. Handbook of organization development (pp. 137-147). Los Angeles: SAGE Publications.
French, W. L., & Bell, C. (1999). Organization development: behavioral science interventions for organization improvement (6th ed.). Upper Saddle River, NJ: Prentice Hall.
That reminded me from the case study the director how to plays round of the company to succeed this Colombian Memorial Hospital. External control view of leadership, situations in which external forces where the leader has limited influence determine the organization 's success. Strategy, the ideas, decisions, and actions that enable a firm to succeed. competitive advantage firm 's resources and capabilities that enable it to overcome the competitive forces in its industries. Operational effectiveness, Performing similar activities better than rivals. Intend strategy, strategy in which organizational decisions are determined only by analysis. Realize strategy, strategy in which organizational decisions are determined by both analysis and unforeseen environmental developments, unanticipated resource limitations, and changes from managerial preferences. Strategy analysis studies of firms ' external and internal environments, and there with organizational vision and goals. Strategy formulation, decisions made by firms regarding investments, commitments, and other aspects of operations that create and sustain competitive advantage.