ASSESSMENT THREE (50% weighting)Throughout this module you will have been made aware, with the help of writers on organisational learning, that, for many reasons, pockets of creativity and innovation at work are often stifled, or not encouraged; these companies often are not aware of the benefits an examination of organisational learning might bring. You have played the role of consultant within your target company over the past few weeks, and will now be well placed to put forward some views on creative and innovative practices. Using research from your target company discuss whether you believe it is feasible to stimulate, encourage and reward creative and innovative practices within contemporary organisational settings.
(Please ensure that you make specific references to the three areas outlined below. )Suggest where you believe any blocks to such creativity might be. Wherever possible, use real-life examples to illustrate your viewpoints. Prepare a professional report for the head of your consultancy company (which has been called in to conduct this survey of its personnel and practices) to outline your findings. This will require sound back-up of your views and findings by reference to appropriate organisational learning research headed up as ‘Literature review’ within your report.
Provide supplementary information as appendices to support your findings. IntroductionOrganizational Development (OD) refers to the measurement, study and use of organizational factors that influence and lead to growth and success of an organization and to sustain itself in the long run. Its use implies the measurement of behavioral patterns and the resultant events, identification of the change levers, to identify barriers to organizational effectiveness, develop the strategies for betterment as also to monitor the resultant changes and improvements over the given time period.
It is also the systematic application of behavioral science at individual and group levels to bring about change in a planned way so as to result in better quality of work life and increased productivity and profitability. Literature ReviewHowever experience has shown and proved that whatever the intensity and spread of using OD measures within organizations, a large number of them are often found to be struggling to gather momentum in achieving positive results. Transparency and effective use of OD measures have often proved to be futile due to some snags that invariably occur while being unable to implement these in their true spirit.
Companies are mostly not certain of success being achieved in adopting a professional and dedicated approach that truly involves its people in the process. The need of the present business scenario is that all organizations aiming to succeed in their endeavors to make it big in their respective fields, must adopt a very farsighted and proactive approach to systematically adopt the OD module and to implement it professionally. Surely this will wipe out the hurdles, inefficiencies and negative attitudes of the people who work with the organization. If we take the example of the Coca Cola Company which is planning to foray in a big way in the Chinese market, we will see the OD module working in letter and spirit.
All interventions of OD and Organizational Behavior are implemented in a systematic method to make the productivity and profitability of the organization into a long term objective, and to methodically target and involve all personnel to maximize their motivation levels and to even think for the long term benefits of the organization.
There should be ample encouragement and motivation for each worker to take on his responsibilities and to achieve given targets using the available resources to the maximum. Proactive planning and subsequent action to achieve targets ensures results for the person as also for the organization.