Organizational Development, Design, and Sustainability Report

This report delves into the crucial role of organizational design in the development process, emphasizing its impact on organizational success. It identifies and discusses three continuous change interventions: dynamic strategy making, self-designing organizations, and organizational learning and knowledge management. The report further analyzes the effects of mergers and acquisitions on both acquiring and acquired entities, highlighting the significance of sustainability in organizational development. It also addresses future issues and challenges in OD, particularly within family-owned businesses and the influence of technological trends. The analysis is supported by references to relevant literature and provides a comprehensive overview of key aspects in organizational development.

Organizational Change Management
June 24
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Q1
In general, the role of organization design is very important in the organizational
development process as it decides the organizational success and growth. On the other hand,
the organizational development process always begins whenever a company found an issue
which is majorly affecting the mission as well as the success of the organization. In such
cases, change is desired and hence a better organizational design always helps for
implementing and adapting change among organizational people (Bolman & Deal, 2017).
As mentioned in the given figure, a model of organizational design is depicting the
different key elements of an organizational development process. It is also clear that business
strategies, work design, HR process, and management processes play an important role while

developing an organization for positive outcomes. In this way, the organizational design
process contains theoretical as well as practical aspects of enhancing their business processes,
systems, and structures. At the same time, both designing and developing an organization
focuses on cultivating the overall human resources of an organization (Deloitte Insights,
2016).
Q2
The three continuous interventions that are generally found in the development
procedure of organization are – Dynamic strategy making, Self-designing organization, and
Organization Learning and Knowledge Management.
Dynamic strategy Making Intervention – The dynamic strategy making procedure
has attained notable attention in the organization. This intervention is majorly related to the
organizational factors that have the potential to substantially influence the long-run prospers
of the business activities.
Self-designing Organization Intervention – Self-designing is one of the key
intervention of the complete procedure of organization success. This procedure is majorly
participative, and is comprised of multiple upper executives in setting the strategic direction
and scheming and preparing suitable structure and procedure (Judge & Holbeche, 2015).
Organization Learning and Knowledge Management Intervention
Organization learning interventions major concentrate on the structures and social procedure
that allow workforce and team member to learn as well as share knowledge (Smith, 2011).
Knowledge learning intervention majorly concentrates on the techniques and tools that allow
the business to gather, arrange, and translate the information into valuable knowledge.

Q3
From the perspective of the organizational development process, an acquisition or
merger majorly affects the overall organizational functioning and growth. In this context, a
corporate acquisition or merger may have a profound impact on an organization's overall
growth as well as long-term outlook. On the other hand, an acquisition can totally transform
the company which is acquiring literally overnight as significant risks get involved (Goetsch
& Davis, 2014). Thus, some of the major impacts of the organizational development process
perspective are as follows:
The organizations become bigger due to merger and acquisitions. For one being
acquired or merged may lose their identity and brand image. While on the other hand, one
doing the acquisition or merger will have bigger growth, size, vision, and competition
worldwide. In other words, the one who is doing the acquisition on the other will definitely
achieve domination. Sometimes these acquisitions or mergers fail because of impacts like
integrated risks, overpayment, cultural clashes and conflicts among employees of both sides
one being merged or acquired as well as one doing acquisition or merger (PICARDO, 2018).
Q4
The notion of sustainable development has attained increasing recognition in the
business environment however it is yet a new idea for a number of businesses. Protecting the
capital base of the organization is said to be a well-accepted principle of business. But,
businesses generally do not identify the probability of extending this concept to the human
and natural resource at the global level. It business desire to attain sustainable development; it
should be involved in the planning and measurement systems of the organization (Wales,
2013).

Today, it has become a cliché that environmental issues that very important for the
business to consider and it contributes to the economic growth of the business. The
sustainable operations of the business help in representing a positive image in the society
which results in the economic growth of the business. Therefore, businesses today consider
sustainable development as a key aspect of the business (Development, 2019).
Q5
In the world that deals with a number of changes rapidly than ever before, the scope
of gaining benefit from the organization development practice becomes larger and greater for
the business. It is not about the pace, at which the changes are taking place in the world, but it
is also the changing nature and the dimensions in which change is being generated that
recommend a high requirement for the business to reorient themselves in the context of
organization development. The future that all the professionals and businesses are dealing
with is the quick change in the environment. New challenges are being exposed by the
continuous and advanced technological development, progressively expanding simulated
communities, altering hierarchies of organization, advanced structures, and new emerging
markets, etc.
Another challenge that in the future organization development can experience is to
uphold the ‘humanistic’ approach for resolving organizational challenges and issues. The
experts would have to uphold the ‘humanistic’ approach by additionally making use of
critical and strategic thinking abilities for resolving organizational issues with the support of
technology.

Q6
There are so many major issues faced by the organizations in the context of the
organizational development process within family-owned businesses such as financial,
physical, and emotional issues. In this way, these issues affect daily operations of the
organization and hence organization development processes as well. When a family-owned
businesses face issues within organizational development process then reasons can be
informal culture and structure (Steiner, 2016).
Generational Issues - A family-owned business generally is managed and handled by
the multiple generations of the workforce, along with the feelings and believes of the older
generations regarding the business. The younger members of the family may bring new ideas
to gain the loyalty of the customers and increase the productivity of the business, but older
members of the family may not give importance to their ideas. This results in impacting the
organization development procedure (Steiner, 2016).
Pressure to Succeed - Small and medium businesses deal with the increasing rate of
failure, but the one handling the established organization may consider that the business is
safe from the typical issues.
With the increasing level of competition from the big retail chains, it has become very
tough for the locally owned business to compete at a higher level.
The new generation might feel high pressure to evade managing the family business.

Q7
Out of all four major trends affecting modern businesses, the most important trend
from an organizational development perspective is a technological trend. This is because
technology is changing day-by-day increasingly while offering more e-commerce, more
productivity as well as faster organizational processes (Bolman & Deal, 2017). In this way,
technological changes are required to be adapted effectively for effective organizational
development and growth in the future. When we talk about technological trends then it has
been found that they are making organizational functioning easier and smooth while
providing more productivity. Apart from this, the trend of advanced technological factors is
majorly affecting the organizational development process because they are able to make the

organizational operations efficient and easy which ultimately allow modern organizations to
ensure sustainable business future (Forbes Technology Council, 2018). However, some major
challenges associated with these technological trends are technology literacy, adaptive nature,
change management and many more. In this way, it has been proved that technology is
affecting organizational development largely due to its influencing nature and modern digital
era needs and demands.

References
Bolman, L., & Deal, T. (2017). Reframing organizations: Artistry, choice, and leadership.
London: John Wiley & Sons.
Deloitte Insights. (2016). Organizational design. Retrieved from Deloitte Insights:
https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2016/
organizational-models-network-of-teams.html
Development, B. S. (2019). Sustainable development: a business definition. Retrieved June
24, 2019, from International Institute for Sustainable Development:
https://www.iisd.org/business/pdf/business_strategy.pdf
Forbes Tehcnology Council. (2018, December). Top Tech Trends In 2019: 11 Experts Detail
What You Need To Watch. Retrieved 06 24, 2019, from Forbes:
https://www.forbes.com/sites/forbestechcouncil/2018/12/20/top-tech-trends-in-2019-
11-experts-detail-what-you-need-to-watch/#7fbddf135ae8
Goetsch, D., & Davis, S. (2014). Quality management for organizational excellence. New
Jersey: Pearson.
Judge, M.-Y. C., & Holbeche, L. (2015). Organization Development: A Practitioner's Guide
for OD and HR. U.K: Kogan Page Publishers.
PICARDO, E. (2018). How mergers and acquisitions can affect a company. Retrieved 06 24,
2019, from Investopedia:
https://www.investopedia.com/articles/investing/102914/how-mergers-and-
acquisitions-can-affect-company.asp
Smith, M. E. (2011). Handbook of Organizational Learning and Knowledge Management.
U.K: John Wiley & Sons.
Steiner, D. (2016). Together Forever: 6 Challenges Every Family-Owned Business Faces.
Retrieved June 24, 2019, from Business.Com: https://www.business.com/articles/6-
challenges-every-family-owned-business-faces/
Wales, T. (2013). Organizational Sustainability: What is it, and Why does it Matter? Review
of Enterprise and Management Studies, 1(1), 38-49.