An organizational development practitioner is a professional who makes use of behavioral science to issues within systems and organizations to align strategy and capability, superseding in systems for people to work better together towards achieving the desired goals. Most organizations experience problems with their business models because of disruptions encountered in the industries ( Huffington, 2018 ). Therefore, a professional to pull together new techniques of thinking and working to stay competitive is essential, which calls for the hiring of an Organizational Development Practitioner.
It is normal for any person to struggle while trying to fit into a new environment. Every organization has a unique style of operation. Two companies can be producing the same type of product but can never have the same culture, which makes each company unique in its way. Proper assimilation requires that a person is provided with sufficient guidance to ensure an adequate understanding of the new culture.
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An OD practitioner takes the role of a teacher and ensures a new member of the team gains enough information and understanding of the existing culture. A cultural practice can only be respected after understanding its origin, purpose, and contribution to the system ( Jamieson & Marshak, 2018 ). Therefore, the OD consultant provides guidance to the new member, answers all the inquiries, and ensures the rest of the team accepts and creates a comfortable working environment for the new individual.
Steps an OD Consultant can take to minimize Fear and Disruption
Through socializing, the organizational development practitioner identifies the shortcomings both in individuals and the existing culture. The professional, after assessment, can guide the improvement process, using the most comfortable and accommodating techniques that eliminate elements of resistance. The organizational development consultant should create a free environment where people are allowed to give their suggestions about the best change process to implement, to minimize fear and disruption.
References
Huffington, C. (2018). A manual of organizational development: The psychology of change . Routledge.
Jamieson, D. W., & Marshak, R. J. (2018). Reasserting What OD Needs to Be. Organization Development Journal , 36 (3).
