This website uses cookies to ensure you have the best experience. Learn more

Organizational Development And Change Essay

1454 words - 6 pages

ORGANIZATIONAL DEVELOPMENT AND CHANGE

Chapter 9

Q. # 2. Identify and explain the four areas of the Johari Window Model.

The Public Area: includes behaviors, thoughts and feelings that both the person and others know. On this area the person and the others share mutual perceptions, that it would help the group and team process.

The Blind Area: represent aspects of the self not known to oneself but readily apparent to others (can include mannerisms, habits, gestures, attitude, etc). The person might be aware or the other can perceive easily. It can be a great excuse to act in a denial.

The Closed Area: this involves behaviors, thoughts and feelings known only to oneself and ...view middle of the document...

Is a golf team really a team, or just a group?

Open to communicate.
All members are empowerment.
Share goals and objectives.
Share leadership.
Clear and unify Purpose.
Listening skills by the team members.
Believe in team process.
Share values.

A goal team can act as a team if the follow and implement the team building principals.

Q. # 2. Identify and give examples of ways of increasing team effectiveness.

Monthly meetings with the team member to evaluated progress, needs and areas of improvement.
Continue education in team building process.
Once every six months send the team to “boot camp”.
Empower the team members to take decisions by their own.
Provide the necessary time and resources to develop a team work.
Rotate the leadership function to the all team members.

Q. # 4. Identify the six steps in the team development process.

Step 1: Initiating the Team Development Meeting. Identify the need to develop a team building process and motivated the different areas of the organization to initiate a team building process.

Step 2: Setting Objectives. Design and share with the team member the goals and objectives that team want to accomplish in some period of time.

Step 3: Collecting Data. Gather the most possible information about strengths and weakness about the process.

Step 4: Planning the Meeting. Planning the better way to introduce the concept of team work to the new team members.

Step 5: Conducting the Meeting.

Step 6: Evaluating the Team Development Process. Appraise the outcomes of the first meeting and after that evaluate progress of the consequents meetings.

Chapter 11

Q. # 3. What are the anticipated behaviors of competitive conflict that occur in work teams?

Resistance
Fear.
Tension.
Closeness.
Confrontation.
Ambiguity

Case: The Exley Chemical Company (page340).

The conflicts observed on this company are product of an independent and egocentric point of view of each department. The organization and the different departments do not working as a team, opposite they are protecting particular interest without consider the whole organizational contest. The need of control process and have the power is evident on this case. Also the low leadership in notable as well the low empowerment by the company and department members.

Chapter 12

Q. # 1. Identify and discuss the mayor factors in effective goal setting.

The participation by the members of the organization in to the meetings organized to set the goals, would beneficiate the implementation of those.

Provide especial training for employees in the techniques to set goals, would allow the successful design on the goals.

Create reward and incentives to those that participated in the goal setting, it can be another motivation factor for the employees to participate and being involved on this process.

Managerial support is critical to create an trustworthy atmosphere to develop and implement the goal...

Other Papers Like Organizational Development and Change

Organizational Performance And Organizational Development Are Two Sides Of The Same Coin

3084 words - 13 pages -fulfilling, and spirit-growing for employees and still be financially rewarding at the same time. Organizational performance and Organizational development, although “Are very closely related but seems different”. OP and OD are two inter related elements of every successful organization, that builds on the synergy between planning, assessment and results in the acumen of impact and value. It promotes a set of practices that enable the Organizations to

A Close Alignment of Organization Strategy with Human Resource Development (Hrd), as a Way to Improve Individual and Organizational Performance

3072 words - 13 pages A CLOSE ALIGNMENT OF ORGANIZATION STRATEGY WITH HUMAN RESOURCE DEVELOPMENT (HRD), AS A WAY TO IMPROVE INDIVIDUAL AND ORGANIZATIONAL PERFORMANCE There is increased need of human resources development to meet today’s organizations’ needs, which are ever changing due to globalization that has resulted into more competition in the global markets (Garavan, Heraty, & Barnicle, 2002). According to Hyland (2005), human resource

Reconstructing the Past to Change the Future: an Analysis of Character Development in When Heaven and Earth Changed Places and Journey from the Fall

1749 words - 7 pages Reconstructing the Past to Change the Future: An Analysis of Character Development in When Heaven and Earth Changed Places and Journey From the Fall While the characters from When Heaven and Earth Changed Places and Journey From the Fall move on to a life of "comfort and safety" in the US, unsettling memories of the war resurface that force them to revisit their pasts. In order to reconcile their regrets, they must reconstruct memories from

Organizational Development

647 words - 3 pages control of organizational leadership to make a successful effect of change (McEwan, 2015). In essence, McEwan places emphasis on developing a healthy infrastructure to influence organizational development (McEwan, 2015). Reflections In this article, McEwan identifies four infrastructure systems that must be utilized in organizational development. The first is communication systems, in which this system is considered a key and essential

Organizational Development

4279 words - 18 pages adapt to this change, organizational development through the organization of the diagnosis, the action and the outcome of such a diagnosis - improved cycle, deep-seated, long-term organizational change. Organizational development is not only caused by the change of knowledge and information, the more important is the psychological change of attitudes, values, skills, interpersonal skills, and culture, it is considered to be an effective tool to

Theory And Practice Of Organizational Learning Within The US Army

1963 words - 8 pages organization such as meeting the objectives within established timelines; improve their academic and professional knowledge, budget constraints and a fixed amount of resources. To meet the organizational objectives, the Army needs to develop and retain employees capable of completing their mission.Organizational learning needs continually change as technology upgrades and expands the roles and responsibilities of an individual employee. Changes to

Organizational Structure

1010 words - 5 pages task is known as specialization. Some companies will divide organizational functions into divisional structure. The divisional structure contains the resources needed to function. An example is a software company that has a division for business software and a division for home software that provide support and development. The largest software company in the world that offers services for business and home is Microsoft. The Microsoft Company

Organization Change

2903 words - 12 pages T&D 飛訊第 113 期 發行日期:100 年 02 月 16 日 第 1 頁,共 13 頁 Organizational Change and Development Jeaw-Mei Chen∗/Mein-Woei Suen∗∗/Mei- Jong Lin∗∗∗/Fu-An Shieh∗∗∗∗ Abstract Organizational change is an important issue in organizations. It is actually a process in which an organization optimizes performance as it works toward its ideal state. Organizational change occurs as a reaction to an ever-changing environment, a response to a current

Mgmt313 Organizational Change

1259 words - 6 pages human nature for people to resist change. Even the simplest of things can cause employees to react strongly. Organizations must change in order to remain successful and competitive. This paper will discuss two models for organizational teams and two models for organizational change. The two models that will be discussed for team development are Tuckman and Scott Peck. The two models that will be discussed for organizational change are Lewin

Organizal Structure Paper Outline

637 words - 3 pages objective. B. Five steps that are used to properly plan and implement change within the organization C. Steps can be used in presentation scenario IV. Strategies and/or methods needed to influence organizational change and minimize conflict A. Organizational change 1. Set up additional training for employees 2. Offer rewards for meeting goals

Kudler Fine Foods

1019 words - 5 pages power to force change). The other approach is to reduce restraining forces that create resistance to change [e.g., reduce fear of failure or economic loss, co-opt or remove opponents (Yukl, 2010)]. Managing a process of change in an organization can be a highly complex task and is often essential for effective organizational development. Lewin proposed that any process of organizational change can be thought of as implementing a move in the

Related Essays

Organizational Change And Leadership Essay

2006 words - 9 pages Organizational Change and Leadership Robert Perez Organizational Development ORDG 3340 Instructor: Dr. David Teneyuca 7-22-2015 Organizational Change and Leadership Abstract This paper explores the different options at your disposal when confronted or on the brink of organizational change. The first section discusses organizational change and the variables associated it within

Leadership Development And Change Management Essay

2558 words - 11 pages employees that are based on mutual respect and candid feedback. Treating employees with respect means communicating job expectations and acknowledging the contributions employees make to the company’s success. Communication is an essential element especially during a time of organizational change. It is important to encourage employee’s honest feedback so employees feel like they have a voice. 3. Develop relationships with my employees that

The Theories And Practices Behind Organizational Change

2482 words - 10 pages The Theories and Practices Behind Organizational Change Is real and permanent change truly as difficult to achieve as it is sometimes suggested to be? If so, what steps are necessary to properly introduce major changes within the context of an organization? Can an organization survive in today’s fast paced global economy without properly instituting regular changes in order to adapt to the very fluid market in which it resides? The Heart of

Change And Development In Apple Inc

1753 words - 8 pages Change and development inAplle Inc. Apple Inc. Change and Development Efforts. Abstract This research seeks to explore the issues that affect Apple Inc. and reveal how best they can be addressed. The research methodology utilized in the study will be a mixed methods approach. This utilizes both qualitative and quantitative methods as they will be used concurrently through