Organizational Development Research Paper Example | Topics and Well Written Essays - 5000 words

Organizational growing - Research Paper ExampleIn the last section, the study has recommended OD intervention strategies for the organization in order to improve its performance. The research paper has to a fault suggested evaluation technique which can monitor the might of recommended OD interventions for the organization. Table of Contents Table of Contents 3 1.0 Introduction 4 2.0 Literature follow 5 2.1 Organizational Context 5 2.2 Theories of OD 6 8 3.0 Organizational Needs 10 4.0 Impact of Environmental and Internal Issues on OD 10 4.1 Labor Pool Diversity 10 4.2 Technological Advancements 11 4.3 Global Expansion 13 4.4 Ethical Standards 14 5.0 Recommended Intervention 14 5.1 merciful cognitive operation based intervention strategies 16 5.2 Techno-structural intervention 17 5.3 Socio-technical intervention 17 5.4 Organizational conversion (OT) 18 6.0 Success Factor for Recommended Intervention 19 7.0 Evaluation of Recommended Intervention 20 8.0 Conclusion 21 Reference 22 1.0 Introduction Gone are the days when organizations can stay at outstrip of both organic and inorganic growth by banking on first movers expediency in sustainable manner, in hypercompetitive modern business environment, a particular organization need to be flexible and ready to change in order to keep going. The concept of organizational development (OD) was postulated by research scholars almost 50 years ago. According to supporters of OD, the concept can be used resoluteness pertinent issues of change management for a modern organization as standardized other neo-classical concepts like business summons improvement, business process re-engineering, organizational life-cycles and total quality management (TQM). According to Holland and Salama (2010), OD can be described as sustainable and one way improvement of activities for an organization. The scholars duos have also pointed out that, implementing OD process is a challenging task for an organization due to reasons like, First- the organization unavoidably to breakdown its structure in partial or complete manner in order pee room for newly implemented system, Second- the organization needs to adopt resource hungry intervention strategies in order to ensure efficacy of the change management process and last- the organization needs to influence its infixed and external stakeholders to align their interest with common mission and vision provincement of the change process. Holland and Salama (2010) have establish that interaction of organization with the external environment decides the dynamics of OD process. Interesting fact is that, academic scholars state that OD is an initiative of top management to develop mid level and lower level organizational members but there are examples where employees develop themselves without seeking intervention from top management (Mulili & Wong, 2011). The concept of subscriber line security has changed after the recession during 2007-2009 and sovereign debt cr isis and organizational members are enrolling themselves to flexible and lifelong learning process in order to remain employable in changing and harsh economic environment. Therefore it has been find that employees are embracing various facets of OD process such as, off-the- job education, on-the-job training and more others. Now the question is can an organization improve its performance by using the theoretical manikin of OD. Well, answer of this crucial question is the key essence of this research paper. Contextual analysis of OD process