The paper 'Improvement of Organizational Development' is a great example of a business case study. The central aim of any business organization is to realize sustainable success in the achievement of its goals and objectives. To do this business organization needs an organization development as supported by Waddel, Cummings, & Worley. As such, organization development is the process by which behavioral science knowledge and practice are used to facilitate firms and business organizations to achieve greater effectiveness in the achievement of their goals and objectives. This includes the improved performance of the workforce, proper management, and improvement of the organizational culture.
Organizational development focuses on the holistic development of the organization through various levels and subsystems in an organization for instance leadership, employees, organizational culture, to bring the planned change. In regards to Fitzsimmons & Fitzsimmons (2000, Pp. 82). organization development identifies the stages through which the organization procedurally passes in the process of its development. In addition, the organization development process is planned as it entails systematic diagnosis, program development, and mobilization of resources in separate subunits or the entire organization.
Indeed, firms can adopt an organization strategy to revive the business performance and channel it to sustainable success. Scholar call this change management where the organization development analysis the formal and the informal parts of an organization. (Fitzsimmons & Fitzsimmons, 2000, Pp. 82) As such, formal parts of the company include objectives, structure policy human resources, and compensation. On the other hand, informal aspects of the organization include values, attitudes, and social relationships. Over the recent past, scholars have been having a different perspective on the relevance of organization development on its capacity to handle change management in the modern business organization given the many business environmental turbulences and complexity.
This paper, therefore, seeks to analyze and explore this hypothesis citing an example from occurrences in the world of business. In regard to different scholars such as Adel (2001, Pp 6, Chian-Son, 2005, pp. 142) change management is the systematic approach to dealing with change both from the perspective of an organization and on the individual level. It entails adapting to change, controlling change, and effecting change. Indeed, it is a process that involves defining and implementation procedures or technologies to deal with change in the business environment and to gain from changing opportunities.
For this change to effectively take place organization development is fundamental and therefore organization development consultants who act as catalyst for this change are always needed by such a firm which wants change. Change is inevitable in any organization which has been experiencing difficulties in achieving its goals and objectives. As further argued by Adel (2001, Pp 6) organizational culture is always at the heart of any organization and it determines its achievements of sustainable success.
As such, in an underachieving company its cultural components, therefore, need to be review and change for the better if necessary. Consequently, the organization's development plans need to be implemented on the different subcultures and the organization's culture as a whole. National Australia bank for instance reformed the different cultural components of the bank which included the lax and corrupt management which almost made the bank to be bankrupted, poorly motivated employees as well as lack of enough good and adequate communication infrastructure.
It required transformational and democratic leadership which ensure employees' motivation and creativity hence high productivity (Adel, 2001, Pp 6, Chian-Son, 2005, pp. 142).
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