Varney's article analysis
1. Discuss the fallacy of the OD&C objective (p.2).
Answer:
The article states that the OD&C objective is focused on improving the performance of individuals in organizations. Many organizations assume that they will do better once the problems with individuals are fixed. Organizations invest into training individuals and groups and expect them to be productive from the next day; however, organizations do not realize that it takes a lot more than just training its individuals or just enhancing the human side of organizations to get better results. Operations, information systems, controls, technical, financial and human resources all must interact with precision if organizational performance is to improve.
2. According to Varney, what leads to successful change (p.2)? Do you agree? Why?
Answer:
According to Varney, change competencies and Action Research process together lead to successful change. In order to bring about a change the OD&C professional must possess other competencies like business savvy, diagnostic skills, understanding organization structure and identifying problem areas etc. The OD&C professional must understand the organization’s business, dynamics, processes and systems in order to conduct a thorough analysis of the organization’s potential and improvement areas. However, many OD&C professionals lack general business and organizational skills but are experts in certain areas.
I agree with Varney, as I have experienced the same issues while dealing with OD&C consultants. Today, many OD&C consultants send amateur HR professionals to conduct a preliminary analysis of an organization. While it is great to motivate young people to take on big responsibilities, I feel in the matter of OD&C it is good if a well-experienced and knowledgeable consultant does the initial analysis of the organization. Further, OD&C consultants these days, focus more on their service fees agreement with the organization and provide limited expertise depending
Answer:
The article states that the OD&C objective is focused on improving the performance of individuals in organizations. Many organizations assume that they will do better once the problems with individuals are fixed. Organizations invest into training individuals and groups and expect them to be productive from the next day; however, organizations do not realize that it takes a lot more than just training its individuals or just enhancing the human side of organizations to get better results. Operations, information systems, controls, technical, financial and human resources all must interact with precision if organizational performance is to improve.
2. According to Varney, what leads to successful change (p.2)? Do you agree? Why?
Answer:
According to Varney, change competencies and Action Research process together lead to successful change. In order to bring about a change the OD&C professional must possess other competencies like business savvy, diagnostic skills, understanding organization structure and identifying problem areas etc. The OD&C professional must understand the organization’s business, dynamics, processes and systems in order to conduct a thorough analysis of the organization’s potential and improvement areas. However, many OD&C professionals lack general business and organizational skills but are experts in certain areas.
I agree with Varney, as I have experienced the same issues while dealing with OD&C consultants. Today, many OD&C consultants send amateur HR professionals to conduct a preliminary analysis of an organization. While it is great to motivate young people to take on big responsibilities, I feel in the matter of OD&C it is good if a well-experienced and knowledgeable consultant does the initial analysis of the organization. Further, OD&C consultants these days, focus more on their service fees agreement with the organization and provide limited expertise depending