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Organization Development PDF

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Added on  2020-04-29

Organization Development PDF

   Added on 2020-04-29

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Running head: ORGANIZATIONAL DEVELOPMENT 1Organizational DevelopmentNameInstitution affiliationCourseLecturerDate
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ORGANIZATIONAL DEVELOPMENT 2What is the role and importance of organization business development?Organizational development is the utilization of organizational resources to improve efficiency and increase productivity. As much as organizational development requires a significant 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 an organization. Each need is analyzed and potential change is identified in a change management plan. Organizational development serves as a tool for organizational growth. This is where an organization is able to analyze sales projections and consumer demand and act accordingly to stimulate company’s growth. Product innovation is a benefit of organizational development. Organizational development assists in the analysis of different production element and comes up with new ways which will be efficient and effective. Organizational help in developing a communication avenue with employees about the desired 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 the employee 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 to improve the quantity and quality of product.
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ORGANIZATIONAL DEVELOPMENT 3Discuss the dimensions of organizational culture based on: dimensions of Organizational Culture 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 with different culture typologies. One of the typologies that have caught much attention is Organizational 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 flat hierarchy titles. Companies with aggressive cultures value most the competition and are keen on being 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 are those that value achievement, action and results. A good example can be a technology or electronic 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 to individual rights. Companies with team-oriented cultures are collaborative and encourage cooperation among employees. An organization which is characterized with detailed oriented cultures 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 also the health safety of the employees. Through policies and programs, both health and financial safety is guaranteed in an organization (McKinnon, 2013). Service culture in an organization exists when employees are motivated to take customer-centric approach. This is where customer needs are put first before any other needs.
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