Organization Development and Change Assignment 4 Weekly Course

Added on -2020-12-07

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Organization Development and Change Assignment # 4- Weekly Course LogVer Eugenio Course Log # 1Week one talks about the history of organization development and change. Tons of very useful information was given in the manner that everyone in the class will understand the subject.The class exercise is an eye opener for me. Talking to my classmate about their organization gives me an idea how different company works, how their organization make some changes and how their organization strive in a very challenging world of business. The exercise questionsthat was provided helps me to enhance my knowledge about my own organization. It helps me to look and think how my organization making some changes at this very moment and in years to come. That being said, notes from the course will be kept for me to use in these coming years or so.Organizational development is very important. Company who is always ready for a change can increase productivity, better service for the customers and create more jobs which can help one’s countries economy grow.I’m looking forward writing interesting information on my course log as the course progresses.Course Log # 2Second week, another interesting topic discussed. OD practitioner- for me it’s important for an organization- ready or not for a change. But need to keep in mind that internal consultant have more advantage than with the external consultant. Because internal consultant has more knowledge about the company and external has very limited. And looking at the text books and handouts given, OD practitioner requires different working knowledge combine with great attitude. The topic about six steps in OD was also discussed. These six steps are; entering and contracting, diagnosing, collecting, analyzing and feeding back diagnosing information, designing interventions, managing change and evaluating and institutionalizing OD interventions. All of the steps are needed to have a successful outcome in making one companystrive for a better change and improvement.Websites like www.odnetwork.com, http://www.bcodn.org/ (for regional network) and http://irc.queensu.ca/organization-develpoment-articles.com are one of the few than can be a useful tools for an organization for browsing finding any useful information that can guide themin OD and change.
Peter Bregman video titled, A Question of Change, shows how tough it can be as an OD consultant. Peter explains all the things that he faces and how he overcome the challenges to become successful in his goal- to have the organization face its challenges for a change. Overall, week two added more interesting information about the OD course.Course Log # 3Week three, talked about the second step in OD- diagnosing. Diagnosing defines as the process between organizational members and the OD consultant to collect pertinent information, analyze it, and draw conclusions for action planning and intervention. It consists of three different levels- organizational level, group level and individual level. Each level has design components, inputs and outputs. And to be effective in each level, you should know what to look for and be able to recognize how the levels affect each other. In addition, diagnosis involves understanding each of the parts in the model and then assessing how the elements of the strategic orientation align with each other. 1.Does the organization’s strategy fits with the inputs?2.Do the organization’s components fit with each other to jointly support the strategy?The third steps in the process of OD - collecting, analyzing and feeding back diagnostic information was also discussed on week three. 1.Collecting- data collections involves information on specific organizational features such as the inputs, design components and the outputs. Four methods can be used; questioners, interviews (common), observations, and unobtrusive measures. 2.Analyzing- organizes and examines the information to make clear the underlying organizational problems or identify the areas for future development. 3.Feeding back diagnostic data- cyclical process of OD data to the client. This will help them to have all the information and draw action implications form it.To summarize, diagnosing and collecting, analyzing and feeding back diagnostic data might helpin discovering specific problems in an organization. It also provides the necessary practical understanding to devise interventions for solving problems and improving organization effectiveness. The other topic provided in week three that interest me is the SWOT analysis. S- Strengths W- Weaknesses O-Opportunities T- ThreatsA very good guideline for a specific project that you want to accomplish, personally or within your organization.OD and Change- One great elective for HRM course.

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