Sunday, March 17, 2019
the learnin org :: essays research papers fc
TABLE OF CONTENTSINTRODUCTION1 abridgment3AN ARCHETYPICAL ENTRY AND contracting PROCESS5LAWLERS ENTRY AND CONTRACTING PROCESS9ASSESSING LAWLERS ENTRY AND CONTRACTING PROCESS11WHAT WOULD I HAVE DONE DIFFERENTLY14THEORIES AND MODELS TO MAKE SENSE OUT OF THE DIAGNOSTIC DATA17ORGANIZING THE nurture FOR FEEDBACK22CARRYING OUT THE FEEDBACK PROCESS23ADDITIONAL INFORMATION THAT COULD BE COLLECTED25CONCLUSION28BIBLIOGRAPHY29APPENDICES30B.R. RICHARDSON feel PRODUCTS CORPORATIONINTRODUCTION Organizational Development (OD) is have-to doe with with the performance, development, and effectiveness of sympathetic memorial tablets. OD is directed at bringing about planned transfer to increase an governing bodys effectiveness and capacity. It is an applied behavioural learning that is focused on the organization as a system, and among different issues is concerned with the health of the organization, its effectiveness, its capacity to solve problems, its ability to adapt, change or of self re revolutionaryal, and its ability to create a high quality of life for its employees. An organization is defined as two or more people brought unneurotic by one or more shared goals. OD promotes the feeling that a successful change is a planned change. Monitoring of two internal and external influences needs to be conducted on a sustained basis. To understand how change can be managed, OD draws knowledge and concepts from other disciplines (notably behavioural science, psychology, organization theory). One of the early approaches to organizational change was provided by Kurt Lewin and his associates. It starts from the premise that targets of change and the social goes underlying them are relatively stable, when forces madcap for change are roughly equal to forces resisting the change. To change this status quo requires a three-step fulfill1.unfreezing2.movement3.refreezingUnfreezing underscores the need to assess the present situation in the beginning change is contemplat ed. It examines the driving and restraining forces in the change situation that maintains the status quo. This schooling is essential for unfreezing the current situation and creating a readiness for change among organization members.Movement involves intervening in the situation to change it. This addresses organizational issues such(prenominal) as human processes, strategic choices, work designs and structures. It shifts the behaviours, attitudes and values of the organization, department and individuals to new levels.Refreezing stabilizes the organization at a new equilibrium state. If this step is handle the organization reverts to its previous state. Refreezing rebalances the driving and restraining forces in the changed situation so it body stable. Output of change is highly dependent on how the change process unfolds, and the change process will need to be facilitated. The OD process is a recurring cycle (Appendix II).
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