Premium Essay

Organization & Planned Change

In: Business and Management

Submitted By norris1517
Words 1249
Pages 5
Organizational Development and Planned Changed
Lashawnda Norris
Everest University Online
MAN 5285 Organizational Development and Change
Dr. Jimmie Flores

Organizational Development and Planned Change Organizational development is a set of planned-change techniques or interventions designed to improve organization effectiveness and employee well-being (Balzac, 2011). According to Worren, et al. (1999) stated:
“change management is clearly broader than OD in that it includes a wide range of intervention strategies that may enhance human performance directly or indirectly, including process consultation, work restructuring, strategic HRM planning, and the design or development of information technology (IT) solutions (e.g., user interface design) A crucial feature of change management is that it is seen as only one component of a larger organizational change effort, the other components being strategy, business processes, and technology”. In many organizations, organizational development is primarily concerned with managing change in such a way that knowledge and skills are transferred to build the organization’s ability to achieve goals and solve problems (Cummings, et al., 2009).
Worren & Ruddle (1999) states:
“Organizational development places specific emphasis on the human resources and organizational culture functions. Talent must be attracted, retained and shepherded in order to achieve long-term success in an information economy. Companies that do not have plans in place to help them foster strong organizational development will struggle to meet the requirements of the information economy as they will lose key people, fail to attract talent, or will have cultures that are incongruent with the dynamism in today’s economy”.

Another important factor is the increasing globalization of business, which is both an economic factor…...

Similar Documents

Premium Essay

Why Do Organization Change?

...Why Do Organizations Change? Organizational change is the movement of an organization from one state of affairs to another. A change in the environment often requires change within the organization operating within that environment. Change in almost any aspect of a company’s operation can be met with resistance, and different cultures can have different reactions to both the change and the means to promote the change. To better facilitate necessary changes, several steps can be taken that have been proved to lower the anxiety of employees and ease the transformation process. Often, the simple act of including employees in the change process can drastically reduce opposition to new methods. In some organizations, this level of inclusion is not possible, and instead organizations can recruit a small number of opinion leaders to promote the benefits of coming changes. Organizational change can take many forms. It may involve a change in a company’s structure, strategy, policies, procedures, technology, or culture. The change may be planned years in advance or may be forced on an organization because of a shift in the environment. Organizational change can be radical and swiftly alter the way an organization operates, or it may be incremental and slow. In any case, regardless of the type, change involves letting go of the old ways in which work is done and adjusting to new ways. Therefore, fundamentally, it is a process that involves effective people management. Managers......

Words: 391 - Pages: 2

Free Essay

Why Organizations Change

...Why Organizations Change James De Gagne MTG/380 November 22, 2011 Tammy Walker Why Organizations Change Organizations change for different reasons, external pressures, the change in the economy, new product line, global influence, or internal pressure, a new business strategy, a change in the vision, or mission statement, reorganization, or acquisitions. When an organization changes the people within the company must also transition. Transition means a person has to let go, say goodbye, and live outside his or her comfort zone. To illustrate an organizational change I choose Budget Panels and their employees as an example. Budget panels went through a series of eras. The final era was the acquirement in 1986 by Hon Industries. This acquisition brought many transformations in the company, for the employees as well as new pricing, products, and services. This paper will follow Budget Panels transitions; describe the change transition curve, and the influence of global and internal environments. First, a small summary of how Budget Panels was originated and the organizations transition into the final era. Budget Panels was created by entrepreneur Gary White. Gary started Budget Panels in the garage of his home in the early 1980s. The company produced office partitions. The organization quickly grew and evolved from an entrepreneurial business to a professional management structure in a new location in Kent, Washington. The company also changed their name from Budget......

Words: 1075 - Pages: 5

Premium Essay

Change in Organization

...Organizational Change Wanda Martin Change in Organization April 19, 2010 Organizational Change Organizational change can be a difficult process. When change is implemented incorrectly, resistance can be encountered. Kurt Lewin’s theory provides three stages to change. “It is important that members of the affected work force understand the reasons for change and participate in the design of new approaches” (Borkowski & Maxwell, EdD, 2005, Resistance to Change, p. 385). he first stage in the model is Unfreezing. The moving stage consists of implementing new skills, reorganization, and dismal of resisters (Implementing Organizational Change, 2010). Participation is important in this stage.he new behaviors taught in this stage will create equilibrium in the next stage. The final stage in the change model is refreezing. Kurt Lewin’s theory of change would have decreased conflicts encountered in this change. One conflict the bookshop encountered was; the employees were not given a precise reason for the change. The employees were told that finances were a problem and also the management structure was not working for the company. Change in an organization is an ongoing process. When implemented correctly, change can be rewarding to the organization and employees. Unfreezing, moving, and refreezing will help decrease resistance to change. There will always be some type resistance met with change. Determining the reason for resistance is important.......

Words: 311 - Pages: 2

Premium Essay

Leading and Managing Change in Organizations

...Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) MCP 2135 – Leading and Managing Change in Organizations MBA in Human Resource Management Semester II – 2010/2012 Course Director : Prof. Sudatta Ranasinghe Professor of Management Name of the Student : Gamini Hettiarachchi Student Registration No. : 110046980 Date Submitted :16.05.2011 Word Count : 1662 words, 5 single side A4 pages Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) Abstract This term paper addresses human resource capacity building as a strategic instrument in leading and managing change in organizations. After describing the process and the basic steps in leading and managing change, the article has taken an effort to identify the role of leaders and the managers to derive a conceptual frame of reference to develop arguments in strategic importance of human resource capacity building in the process of leading and managing change in organization. To meet the challenges, negative as well as positive, HR capacity building is needed in most of the steps and stages in the process of leading and managing change in organizations. Further, developing human capacities has highlighted as one of the major roles and core functionalities of leaders and managers. Viewing human resources as human capital and beyond, the term paper argues that......

Words: 2464 - Pages: 10

Premium Essay

Managing Change in Organization

...Managing change in Organization: There are 7 steps that’s successfully leads to the change process. Those are: 1. Recognition of the need for change 2. Establishment of goals for the change 3. Diagnosis of relevant variables 4. Selection of appropriate change technique 5. Planning for implementation of the change 6. Actual implementation 7. Evaluation and follow up These steps can be described by applying an example. That is here by: Lary Page & Sergey Brin, the co-founders of google, agreed to make a slight change in the marketing strategy to keep their position on top in the market among the competitors. They decided to keep their share at least 80% through android applications than other companies like, microsoft, apple, yahoo etc. in the market. And they also decided to make easy process while using google adsence, the money exchange system of google. To ensure these changes, management has to follow the 7 steps change process. 1. Recognition of the Need for Change: The authorities of google, have met with their managers about their new decisions. They have to recognize these decisions through their employees because reactive change might be triggered by employee complaints, turnover, declines in productivity etc. By recognizing the changes through employees, changes may be effective in the near future. 2. Establishment of goals for the change: To make change in the management process, specific goals have to be established. What...

Words: 443 - Pages: 2

Premium Essay

Managing Organization Change

...some details have been changed for legal reasons. Home Health-care is a non-for-profit organization that focuses on family members in need of assistance with health-care, education awareness and daycare assistance. The services are provided through two of their subsidiaries, Mom‟s Daycare and Healthy For You. Home Health-care who owns and operates both organization functions as a corporate office. Home Health-care has identified a need for both its subsidiaries, Mom‟s Daycare and Healthy for You to consolidate their operations and mission. The goal is to release Home Health-care of total financial obligation in the existing structure of these two affiliates; while fostering the affiliates into an organization that may thrive. Both subsidiaries were in the decline stage of their business. Due to the change of the economy and society, patient flow and customers were declining resulting in a loss of revenue. Because of the decline, Home Health-care has been obligated to cover lost earnings and payroll. The goal is to enhance the existing two affiliate‟s structure into an organization that will achieve both vision and mission, enhance productivity efficiency, and becoming fiscally responsible. The Administrative and Resource Development Consolidation will consist of the reorganization of the board of directors, management and administrative offices both entities, starting with an interim organization. Mom‟s Daycare and Healthy for You board members were asked to vote on, and......

Words: 1236 - Pages: 5

Premium Essay

Preparing Organizations for Strategic Change

...Preparing Organizations for Strategic Change (Option 1) HCS/320 March 13, 2014 Mark Bradbury Introduction Leadership and communication are integral to the functioning of any well-oiled organization. Leadership is comprised of a few different styles that are used in various situations to determine the effectiveness of the team. Motivational theories are an influential part of modern day organizational culture. There are also a few leadership tactics and techniques that are ideal for effectiveness in the workplace. Leadership is defined as having a, “capacity to lead” (Merriam-Webster, 2011). Communication is best defined by Merriam-Webster (2011) as “information transmitted or conveyed”. Leadership is a combination of learned and inherited traits and techniques. Most effective leadership is based on situational factors, but there are styles to leadership which help define its effectiveness in the organization. In order for hospital management to implement change within the healthcare we have to be confident leaders and be able to communicate to our employees what we know will benefit us as an organization. At Evans Army Community Hospital we are suggesting an integration of Behavioral Health Teams that are embedded within the Soldier’s Units and also embedded within each clinic. How this health care communication process might be updated, streamlined, or implemented The Embedded Behavioral Health...

Words: 1055 - Pages: 5

Premium Essay

Organization Change

... HRM/310 McDonald’s Plans to Change U.S. Structure, by Bob Cramer Article Summary McDonald’s Corporation has been going through a series of underperformances over the past three years, mostly marred by unwarranted restaurant outlays and menu changes. This has resulted in a slump in its market share as customers walk away from the fast food giant, often mentioning dissatisfaction in their experiences at their outlets. The company’s management credits this to poor service delivery and the institution of menus that are irrelevant to their target market’s needs. With this observation, the company has taken it upon itself to institute a number of changes to the organization structure it has in the US. This will be done by altering its management layers, which should resultantly place it at a better position to respond to its customer tastes and trends. In order to achieve this, the McDonald’s is dividing its 22 regions across the state into four zones: Central, Northeast, South and West, from its previous three: Central, East and West. This is in a bid to have each region systemized around its local preferences. In another move to target a similar notion, the company has granted its executive across the 22 regions autonomy in their decision-making and menu structures to suit their individual consumer tastes in their respective managerial areas. This decision was followed by an explanation mail from its US president Mike Andres to the corporate staff and franchises stating, “The......

Words: 1531 - Pages: 7

Premium Essay

Social Organization and Change

...Social Organization and Change Most people would agree that cultural diversity in the workplace utilizes our country's skills to its fullest, and contributes to our overall growth and prosperity (Ethnic Majority, 2004). In the 20th century, one’s workplace is very diverse. In today’s workplace a person may be considered more valuable than another person if they are bilingual. The workplace consists of several different types of individuals with different backgrounds. In one office one may work with a combination of individuals from many different ethnic backgrounds such as African-American, Hispanic, Caucasian, Japanese, Indian, and Chinese. You may find that some work environments have conflicts due to the diversity while others are very pleasant and exciting to work in because of the same reason. Through observation one collects that diversity in the workplace introduces new foods, cultures, values, morals, religious beliefs and ideas. A diverse workplace is very interesting because individuals can learn from another. An individual can learn how to improve tasks through techniques. One can also learn how to communicate in a foreign language and become bilingual in more than one language. Studies have shown that diverse teams view situations from a broad range of perspectives, producing more creative solutions to problems and greater product innovation (Executive Diversity Services, Inc., 2006). A diverse work place allows for a person to be exposed to a......

Words: 1788 - Pages: 8

Premium Essay

A Decade of Organization Change at Unilever

...fronts- building global brands, reducing cost structure by consolidating manufacturing operations at a few choice locations, and executing simultaneous product launches in several national markets. Unilever’s decentralised structure worked against efforts to build global or regional brands. It also meant lots of duplication, particularly in manufacturing; a lack of scale economies- and a high-cost structure. Unilever also found that it was falling behind rivals in the race to bring new products to the market. In Europe, for example, while Nestlé and Procter and Gamble moved towards pan-European product launches, it could take Unilever four to five years to “persuade” its 17 European operations to adopt a new product. Unilever began to change all this in the mid-1990s. In 1996, it introduced a new structure based on regional business groups. Each business group included a number of divisions, each focusing on a specific category of products. Thus, the European Business Group had a division focused on detergents, another on ice cream and frozen foods, and so on. These groups and divisions co-ordinated the activities of national subsidiaries within their region to drive down operating costs and speed up the process of developing and introducing new products. For example, Lever Europe was established to consolidate the company’s detergent operations. The17 European companies reported directly to Lever Europe. Using its newfound organisational clout, Lever Europe......

Words: 853 - Pages: 4

Premium Essay

Organization Development and Change

...Beckhard, “OD is an effort planned, organization-wide, and managed from the top to increase organization effectiveness and health through planned interventions in the organization’s “processes,” using behavioral science knowledge.” (Cummings & Worley, 2008). In other words, it is a systemwide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures, and processes that lead to organization effectiveness. Organizational Development theories can be differentiated into two main categories: Change process theory i.e. How does change take place? and Implementation Theory i.e. How can change strategies be put into practice? Change process theory helps the managers to learn how organizations improve and change. According to Lewin, there are three distinct and vital stages of change. The first one is ‘unfreezing’, a reduction in the strength of old values, attitudes or behaviors. The second one is ‘moving’, a process of change in thoughts, feeling, behavior or all three, that is in some way more liberating or more productive. And the last one is ‘refreezing’, the stabilization of change at a new stage of equilibrium. Without refreezing it is easy to backslide into the old ways. Implementation theory concerned with how specific intervention strategies are designed and carried out. “An intervention is a set of sequenced and planned actions or events intended to help the organization increase......

Words: 2463 - Pages: 10

Premium Essay

Toyota Organization Change

... 1. Planned Change 1A. Lewin’s Planned Change Model Explain how Lewin’s Planned Changed Model can be applied to this case. Lewin’s change management model is like change a piece of ice. First you must melt the ice to make it to change (unfreeze). Then you must mold the iced water into the form you want. Finally, you must solidify the new form (refreeze). TOYOTA is a good example. Judged by the innovations in its products, notwithstanding the Prius, we can know that an innovation product needs a new product line. Production, service, marketing, and other business processes all have change. Although the pace of innovation is very slow, but the entire organization has changed. 1B. Action Research Model Explain how the first three steps of the Action Research Model have already been implemented in this case. Note that step two—consultation with behavioral science expert—equates to the “Entering and Contracting” process associated with an organizational change/OD consultant described in your readings. The Lewin’s change management model’s first three is unfreezing, changing and refreeze. First, change the leadership team, is no longer a family business. Having a better management team and a leader is the first step to success. Change the production line of the product and the product is the fundamental of a manufacturer. Changed the after-sales service and production technology is also a great change step. 2. Collecting Data This is Organizational change. And......

Words: 2651 - Pages: 11

Premium Essay

Why Organizations Change

...Why Organizations Change Your Name MGT/380 Date Professor Why Organizations Change This paper will provide recommendations to the executives at Verizon regarding potential changes that the organization should consider making in the near future. Verizon will be reorganizing the company providing new pricing for its products and services. This paper will describe the stages of the change transition curve and what Verizon might experience. This paper will also discuss the influence of the global and internal environments and why this change is needed. Change transition Change is never easy for people, it becomes difficult in an organization when there is a different people involved that need to get guidance from a management team. In a management model there are four stages identified, which explain what most people go through when change occurs. The first stage normally is, denial ("Stages Of A Change Curve", 2015), people will react with a bit of shock by ignoring it, talking or thinking about the change is avoided. People will instead try to stick to familiar feelings, anything that they are still currently using in the organization. The second stage of change transition is resistance ("Stages Of A Change Curve", 2015). Some times in organizations employees can have feelings of anxiety or anger which can then reduce productivity when they realize that the change is actually happening. However, the management team’s role, is to listen to the team......

Words: 1205 - Pages: 5

Premium Essay

Organization Change Plan Iii

...Organizational Change Plan III Christian Malone HCS/587-Creating Change within Organizations February 12, 2011 Dr. Margaret Walker Organizational Change Plan III Employees may be one of the hardest stakeholders to agree to change. “Employees resist because they believe the management is mishandling the process” (Bert Spector, 2010, p.). The individuals suffering from the unfair scheduling are ready for this change. They have expressed their unhappiness, and have even limited their availability, making it difficult to have enough staff on hand. By repeatedly emphasizing the importance of employee cooperation and fair scheduling, individuals will believe in the system, and continue to become better so business can remain successful. A work schedule is made to benefit the needs of the business first, and the employee second. A flexible employee allows the company to make schedule changes at the last minute or even pull a double shift if a co-worker calls out. The employees that are not flexible make it difficult to make a schedule to benefit the needs of the business, and he or she is not able to work extra hours. A rotating schedule is the solution to an unfair work schedule. One option a manger has is a rotating schedule, and this will allow each individual to work his or her promised hours. By doing this, he or she does not have to work the same days each week, gives the individual more time to spend with the family or just attend to their personal needs. The......

Words: 1563 - Pages: 7

Premium Essay

Creating Change Within Organization

...Creating Change Within Organization Organization to remain successful changes must be made. Sometimes there are certain reasons that pushes organization to these changes. In the tales of Woe at concord bookshop,64 year old independent store regarded as one of the best in New England, faced clashes between owner and staff. The clash appeared to be rooted in finances. The owners of the concord bookshop implemented some changes to the organization without effective change process, and the staff totally resisted to these changes. "A dynamic competitive environment prompts organizational leaders to alter their strategies ,that process of strategic renewal place new expectations on employees at all levels "(spector 2010) Knowing that not all staff would take change positively. In the Tales of Woe at Concord bookshop the owner felt the need for change to regain financial status .However, they failed to involve the staff when this matter came up,Here they failed to complete the strategic renewal phase. According to spector (2010) a new organizational model is necessary for a business to gain profit and survive in the market. Spector (2010) referenced starting new business model as the "greenfield" Its always better to start new business from scratch with staff instead of "challenging of nurturing new business model with an existing model(spector,2010). Although none of the employees role was changed ,no employee was laid off, and no one's salary was cut, yet many of the......

Words: 372 - Pages: 2