Organization Development PDF
Added on - 29 Apr 2020
Running head: ORGANIZATIONAL DEVELOPMENT1Organizational DevelopmentNameInstitution affiliationCourseLecturerDate
ORGANIZATIONAL DEVELOPMENT2What is the role and importance of organization business development?Organizational development is the utilization of organizational resources to improveefficiency and increase productivity. As much as organizational development requires asignificant amount of resources and time, its role and importance are justifiable. As per Chaskin,(2009) Organizational development helps to identify areas where change is needed in anorganization. Each need is analyzed and potential change is identified in a change managementplan. Organizational development serves as a tool for organizational growth. This is where anorganization is able to analyze sales projections and consumer demand and act accordingly tostimulate company’s growth. Product innovation is a benefit of organizational development.Organizational development assists in the analysis of different production element and comes upwith new ways which will be efficient and effective.Organizational help in developing a communication avenue with employees about thedesired changes. This is because the need for employee development is necessary since there is aconstant change in the market and industry. This coerces and organization to ensure that theemployee skills are in tandem with the changing environment. An organization which is involvedin organizational development, takes into concern work process of efficiency and accuracy.Evaluations are able to identify duplicate processes or process which needs to enhanced toimprove the quantity and quality of product.
ORGANIZATIONAL DEVELOPMENT3Discuss the dimensions of organizational culture based on: dimensions of OrganizationalCulture Profile (OCP).As much as an organizational culture cannot be immediately observed, a set of values canbe used to identify a culture of an organization. In this regard, researchers have come up withdifferent culture typologies. One of the typologies that have caught much attention isOrganizational Culture Profile (OCP) where culture is depicted in a set of values (O'Reilly,Chatman & Caldwell, 1991). As per the OCP framework, companies that have innovative cultureare flexible and are adaptable to any changes that occur. Such companies are identified by a flathierarchy titles. Companies with aggressive cultures value most the competition and are keen onbeing outperformed by competitors. In this regard, such companies fail to adhere to activities thatdepict corporate social responsibility. Outcome- oriented culture as per the OCP framework arethose that value achievement, action and results. A good example can be a technology orelectronic company whose achievement leads to better revenue. Stable cultures are predictable,ruled and bureaucratic. People-oriented culture are those that are supportive, fair and respect toindividual rights. Companies with team-oriented cultures are collaborative and encouragecooperation among employees. An organization which is characterized with detailed orientedcultures as per the OCP framework, pay attention to precision and details in the work process.The organization should have safety culture as it impacts on the financial safety and alsothe health safety of the employees. Through policies and programs, both health and financialsafety is guaranteed in an organization (McKinnon, 2013). Service culture in an organizationexists when employees are motivated to take customer-centric approach. This is where customerneeds are put first before any other needs.