Essays on Coca Cola Company's Organizational Development Research Proposal

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The paper “ Coca Cola Company’ s Organizational Development” is a thoughtful example of the research proposal on human resources. Throughout this module, you will have been made aware, with the help of writers on organizational 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 organizational learning might bring.   You have played the role of a 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 discusses whether you believe it is feasible to stimulate, encourage, and reward  creative and innovative practices within contemporary organizational 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 organizational 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 the 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 a better quality of work-life and increased productivity and profitability.

References

Coch, L. & French, J. (1948). Overcoming Resistance to Change. Human Relations. (1: 512-32).

Cummings, Thomas & Huse, Edgar (1989). Organization Development and Change. St Paul, MN: West Publishing Company. (Pp. 5-13).

Varney, Glen (1967). Organization Development and Change. (p. 604). In The ASTD Training & Development Handbook. Editor Craig, Robert. New York: McGraw-Hill. He cites: French, Wendell, A Definition and History of Organization Development: Some Comments, Proceedings of the 31st Annual Meeting of the Academy of Management, Atlanta, August, 15-18, 1971.

Marrow, A., Bowers, D & Seashore, A. (1967). Management by Participation. New York: Harper and Row.

Nadler, Leonard, (1984). The Handbook of HumanResource Development

Newstrom, John & Davis, Keith (1993). Organization Behavior: Human Behavior at Work. New York: McGraw-Hill. (p. 293)].

Kraiger, K., Ford, J. K., & Salas, E. (1993). "Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation." Journal of Applied Psychology, 78, 311-328.

www.amanet.org/press/amanews

www.nwlink.com

www.human-synergistics.com

www.aimnsw.com.au

findarticles.com/p/articles/

www.km4dev.org/

ngc-knowledge.com

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