Organizational Development Bus 370 Analysis
Organizational Development Bus 370 Ashford University
Within the challenges of human resource management there are some important issues that must be addressed in order to help a company to achieve a competitive advantage. Having successful human resource management will not only provide the company with the fulfillment of being able to recruit and maintain great employees it will also assist the company in maintaining a positive moral in terms of benefiting the employee and the organization.
Working in the human resource management field is a goal of mine that we will discuss today that will assist with the organizational development. One of the positions within human resources is recruiting. When recruiting candidates …show more content…
In many cases, the presenting problem is only a symptom of an underlying problem. Clarifying the issues facing the organization would determine the diagnostic and intervention activities. The OD practitioner attempts to do this by gathering preliminary data. This can be done by examining company records and interviewing key organizational members to obtain an introductory understanding of the organization, its context and the nature of the presenting problem. This preliminary information would allow the parties involved to make an informed choice about whether or not to proceed with the contracting process.
After the organizational issues are clarified, it must be determined who the relevant client is for addressing these issues. Generally, the relevant client would include organizational members who can directly impact the change issue. Unless these members are identified and included in the entering and contracting process, they may withhold their support and commitment for the OD process and so cause it to fail. OD practitioners would need to gather information to be able to identify key organizational members and units that need to be involved in the OD …show more content…
Extreme examples are referred to in the literature as reduction in force, downsizing, outplacement, shedding, build down, or other euphemisms for terminating the organizational association of some employees. Many managers and OD practitioners justify the exclusion of others from organizations by claiming that such actions are inevitable in tough economic times and that, while unpleasant, the reductions produce "the most good for the most people." (Deaner, 1994).
Organization development is an ongoing, systematic process to implement effective change in organization. Organization development is know as both a field of applied behavioral science focused on understanding and managing organizational change and as a field of scientific study and inquiry. It is interdisciplinary in nature and draws on sociology, psychology, and theories of motivation, learning, and
Within the challenges of human resource management there are some important issues that must be addressed in order to help a company to achieve a competitive advantage. Having successful human resource management will not only provide the company with the fulfillment of being able to recruit and maintain great employees it will also assist the company in maintaining a positive moral in terms of benefiting the employee and the organization.
Working in the human resource management field is a goal of mine that we will discuss today that will assist with the organizational development. One of the positions within human resources is recruiting. When recruiting candidates …show more content…
In many cases, the presenting problem is only a symptom of an underlying problem. Clarifying the issues facing the organization would determine the diagnostic and intervention activities. The OD practitioner attempts to do this by gathering preliminary data. This can be done by examining company records and interviewing key organizational members to obtain an introductory understanding of the organization, its context and the nature of the presenting problem. This preliminary information would allow the parties involved to make an informed choice about whether or not to proceed with the contracting process.
After the organizational issues are clarified, it must be determined who the relevant client is for addressing these issues. Generally, the relevant client would include organizational members who can directly impact the change issue. Unless these members are identified and included in the entering and contracting process, they may withhold their support and commitment for the OD process and so cause it to fail. OD practitioners would need to gather information to be able to identify key organizational members and units that need to be involved in the OD …show more content…
Extreme examples are referred to in the literature as reduction in force, downsizing, outplacement, shedding, build down, or other euphemisms for terminating the organizational association of some employees. Many managers and OD practitioners justify the exclusion of others from organizations by claiming that such actions are inevitable in tough economic times and that, while unpleasant, the reductions produce "the most good for the most people." (Deaner, 1994).
Organization development is an ongoing, systematic process to implement effective change in organization. Organization development is know as both a field of applied behavioral science focused on understanding and managing organizational change and as a field of scientific study and inquiry. It is interdisciplinary in nature and draws on sociology, psychology, and theories of motivation, learning, and