Organizational Development Report: Enhancing Loyalty at Saudi Telecom

This report examines organizational development, specifically addressing the lack of employee loyalty within Saudi Telecommunication Company. It identifies the need for a remedial change program and focuses on developmental change to improve the organizational culture. The report explores the origins and definitions of organizational development, emphasizing the importance of organizational learning and systems theory. It delves into various organizational theories, including bureaucratic and systems theories, and their application in fostering employee loyalty. The author reflects on the new knowledge and skills gained, highlighting how understanding organizational development principles will enhance their professional career and contribute to the company's success. The report references key academic sources to support its analysis and recommendations.

Running head: ORGANIZATIONAL DEVELOPMENT
ORGANIZATIONAL DEVELOPMENT
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL DEVELOPMENT
Introduction
The organization on which this essay will be discussed is Saudi Telecommunication
Company, which possesses the lack of loyalty within the organizational culture, and is
hampering the work culture as a whole. The change program required for the organization is
the remedial change, where the leaders need to implement this change program in order to
bring back the loyalty between the employees of Saudi Telecommunication Company. There
are many change theories like Lewin’s change model, but the developmental change would
be implemented, which help this organization to improve the situation, where the loyalty
would be brought back within the employees of the organization.
Origins and Definitions of Organizational Development
The concept of organizational development was founded by Kurt Lewin. But the term
came into existence in the mid-50s, after he died. The concepts of action research and group
dynamics also came from Lewin, which underpin the basic process of organizational
development. Developments in the field of organizational development continued in the
National Training Laboratories. In the 1930s organizational development emerged from the
studies of human relations and psychologists understood that the behaviour and motivation of
a worker is influenced by the processes and structures of an organization. The term
“Organizational Development” was coined by Douglas and Richard Beckhard in 1950s. In
order to improve organizational effectiveness in the organizations like Saudi
Telecommunication Company, organizational development applications were linked to
planned development in 1997. Till date organizational development continues to be applied
in several disciplines such as natural sciences as well as in behavioural and social sciences.
More recently, it has begun to focus on linking the employees of the organization with their
complex and fast changing environments like the lack of loyalty within the organization of

2ORGANIZATIONAL DEVELOPMENT
Saudi Telecommunication through knowledge management, organizational learning and
transforming the norms and values of an organization. Organizational Learning theory is an
outcome of organizational inquiry. In this process, an individual interacts with other
employees of the organization and therefore learning will take place. According to Argrys
and Schon, the three levels of learning are Single Loop learning, which comes naturally to an
individual; Double Loop learning and Deutero learning, in which special attention needs to be
given. Organizational learning is a complicated mechanism which results in the storage of
interpretations of previous and past incidents instead of the events themselves. In order to
improve the health and effectiveness of an organization for coping up with environmental
changes, organizational development is an essential tool of application of behavioural science
knowledge. The developmental change helps in improving the internal relationship and
increases the capability of problem-solving. By using behavioural science, organizational
development can increase the effectiveness of the organization of Saudi Telecommunication
through planned, well managed and organization wide efforts and interventions (Razavi and
Attarnezhad 2013).
Behavioural science deals with relationships, interactions, associations and
communication strategies and utilizes scientific methods to determine and control the
behaviour of the workforce of companies. Another aspect where organizational development
plays a vital role is social learning, which has become one of the largest business trends in the
recent times. The developmental change will bring the employees closer to the organization
as nowadays they are departed far from each other due to the processes of online training or
remote working, resulting in an unfriendly work environment and absence of loyalty within
them. Companies can become successful only when they apply proper technologies to bridge
the social connections and not eliminate them. It is also essential for an organizational
development practitioner to know how a system functions and how well the departments or

3ORGANIZATIONAL DEVELOPMENT
teams in the organization are related and increase the loyalty between the employees.
Systems theory focuses on arranging and relating these parts to make one whole rather than
dividing the organization into parts or elements. The organization should be considered as an
open system where the environment is continuously adapting and updating. A company both
influences and is affected by its environment. If one part of the system gets affected, the
whole will be affected as well, like if the absence of the employees of Saudi
Telecommunication Company increases, it would hamper the brand image of the company as
a whole (Denis and Lehoux 2013).
Theories of Organizational Development
Organizational theories can be termed as a recommendation or set of
recommendations that helps to try to explain or anticipate the ways of behaviour of the
individuals or the teams in various organizational arrangement or set ups. They come from
the practices used in different organizations around the world. There are many organizational
theories like Classic Organizational Theory, Human Relations Organization Theory,
Bureaucratic Organizational Theory, Systems Theory and Functional Specification
Organizational Theory. The Bureaucratic Organizational Theory discusses about the division
of tasks among the employees of the organizations who hold different positions, according to
the capabilities and skills possessed by them. The theory was proposed and designed by Max
Weber, who is regarded as the father of bureaucracy. The term bureaucracy indicates to the
processes, patterns, procedures, rules and regulations and other necessities that are designed
or formulated in order to reduce the complications in the functions of the organizations. An
organization can be termed as a bureaucratic one if it possesses a hierarchy of authority,
standardized principles, specialized work force, trained administrative personnel, rules and
regulations and other requirements. For example, it indicates to the rules and regulations that
are designed to reduce the lack of loyalty between the employees of Saudi

4ORGANIZATIONAL DEVELOPMENT
Telecommunications by the developmental change. The positions available within the
organizations should be organized in a hierarchical framework of authority. These would help
to reduce the misunderstandings between the employees of the organization and increase the
loyalty between them. The official decisions and the actions need to be governed by a
network of rules and regulations which is already established within the organization, which
will help to follow the ethics required to run the business organization of Saudi
Communications (Fiss, Marx and Cambré 2013).
Coming to the System Theory by Maslow’s, it states about the physiological needs,
safety needs, needs of love, affection and belongingness, needs for esteem and needs for self-
actualization. It is also termed as the Theory of Hierarchy of Needs. This theory can also be
applied on the performances of the employees, in order to increase the loyalty between the
employees. The physiological needs of this theory state about the biological needs like food,
oxygen and water along with a relatively constant body temperature. They are the strongest
needs required in order to survive in the society. The safety needs states about the awareness
required for the employees of the organization, for example, Saudi Telecommunication. This
will help to deal with the emergency or dysfunctional situations within the organization. In
the needs of love, affection and belongingness stage, the feeling of the selfness need to be
implemented in the organizational culture of this company. In the needs for esteem, there is
the requirement of the self-esteem within the individuals as well as the esteem received from
other employees of this organization. It increases the confidence as well as loyalty level of
the employees in order to carry out the tasks allotted to them effectively and efficiently. And
in the last needs, which is needs for self-actualization, which states about the realization
about the purpose of presence of them in this organization where they are working for their
livelihood (Bishop 2015).

5ORGANIZATIONAL DEVELOPMENT
New Knowledge and Skills
The details learned by me about the organizational development and change program
would help me to carry on my professional career with a detailed knowledge about the
happenings and how to deal with the different situations prevailing in the environment of this
organization, so that the loyalty is maintained among the employees like us, and the remedial
change can be implemented effectively. It would help to identify the structures and patterns
which would fulfill the best possible way to increase the efficiency and productivity level of
mine, which would help to meet the expectation level of the senior management as well as
the shareholders of this organization. Proper understanding of the various organizational
theories and departmental change, along with the knowledge and studies related with it in
details would also help me to improve the work efficiency and loyalty of mine to this
organization, which would increase the chance of my promotion apart from my career growth
in Saudi Telecommunications Company (Blader and Tyler 2013).

6ORGANIZATIONAL DEVELOPMENT
References
Bishop, S., 2015. Theories of organizational behavior and leadership. Philosophies and
theories for advanced nursing practice, pp.339-354.
Blader, S.L. and Tyler, T.R., 2013. How can theories of organizational justice explain the
Efl’ects of fairness?. In Handbook of organizational justice (pp. 329-354). Mahwah, NJ:
Lawrence Erlbaum Associates.
Denis, J.L. and Lehoux, P., 2013. Organizational theories. Knowledge Translation in Health
Care, 308, p.319.
Fiss, P.C., Marx, A. and Cambré, B., 2013. Chapter 1 configurational theory and methods in
organizational research: Introduction. In Configurational theory and methods in
organizational research (pp. 1-22). Emerald Group Publishing Limited.
Razavi, S.H. and Attarnezhad, O., 2013. Management of organizational
innovation. International Journal of Business and Social Science, 4(1).