Change is a vital aspect of the corporate environment. Notably, successful changes bring about growth and development within organizations. Organizational change includes motivating employees in various ways. One of the ways to motivate employees is by offering promotions to them depending on their performance. Also, workers may be given a day off their duties, creating time to spend with their loved ones. This research paper aims to focus on the purpose of organizational development, which includes the creation of a trustworthy working environment, understanding the stages of organizational development, the benefits of organizational development, and organizational models.
Purpose/Objectives of Organizational Development
Corporates conduct changes in their premises to achieve various purposes. One of the reasons why organizational development is essential is to make employees aware of the goals set by the company (Sutton, 2018). Introduction of change in an institution aim at keeping the workers on the company vision and mission. As a consequence therein, workers are urged to align with the companies targets, and as a result, organizations will provide quality goods and services. The creation of a conducive and trustworthy working environment is another goal of organizational development. The ability to perform an assigned task effectively is a vital skill in the corporate environment. Workers within the premises are required to trust one another to create a friendly environment.
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Additionally, trust is the backbone of any business environment. Employees need faith and assurance that their employees will perform their duties diligently (Sutton, 2018). On the other hand, workers need to be sure that their environment and their colleagues are safe to co-exist and work with. A firm built on strong foundations of trust experiences tremendous growth and development. Organizational effectiveness and health are achieved through organizational development. Achievement of outcomes intended to be produced by an organization depends highly on the company's effectiveness. Notably, the effectiveness of an organization can be achieved by focusing on various key areas. One of the most crucial areas of concern in organization effectiveness is organizational design (Almeida et al., 2016). The model used by a company determines whether the intended outcomes will be meet or not. Second, the leadership of a firm is consequential as far as firm effectiveness is concerned.
It is important to note that organizational effectiveness aims at improving a company's performance as well as discovering its operational capabilities. Another core objective of organizational development is encouraging their employees to work enthusiastically by creating an encouraging working atmosphere (Sutton, 2018). Just like any other working environment, organizational work is very tiresome. As a result, workers need to be encouraged to boost their working morale. Employees can be motivated in various ways like the addition of salaries to cater for their basic needs. Offering promotion to the hardworking workers encourages them to work harder, and as a result, high-quality goods are produced. Moreover, workers can be granted an off duty where they take a break from their busy schedule and relax.
Employee's satisfaction and commitment is a crucial objective of organizational development. Workers ought to be assured that their hard work is appreciated and they be treated in the right way (Waddell et al., 2019). Employees' satisfaction can be achieved by paying them on time and providing some working personal protective equipment. Moreover, workers are encouraged by the commitment of their employers to make their work better. Problem-solving can determine the success or failure of an organization. In case of a conflict within the employees, organizational development aims at educating their workers on how to solve a problem. Workers are encouraged to solve their disputes within the organization rather than taking the outside of an organization.
Stages of Organizational Development
Business and communication analysts have identified organizational development into five stages. Through the five steps, a company can have a successful organizational change and excellent performance. The first organizational development step is the formation stage (Waddell et al., 2019). The formation stage is where an individual or a group of people come up with a plan for organizational development and launch it within the premises. The individuals involved in the formation stage are mostly the company's founders and CEOs (Almeida et al., 2016). The outside opinion or suggestions are sidelined at the formation face, and less attention is given to them. The people outside the core group are not entitled to any suggestions.
The early period is the second stage of organizational development. The early period phrase is also considered as the storming or childhood stage (Waddell et al., 2019). In the storming stage, very few occurrences take place, and it can last between three to five years. Just Like the name suggests, the early stage of organizational development involves few or rather minimal activities. The activities taking place in the childhood stage are turbulent and exciting. However, at this stage, a few suggestions can be put into consideration. Incorporation of new ideas may help in building a strong foundation under which organizational development takes place. Notably, there is no specific time frame for the childhood phrase.
The normalization period is the third organizational development stage. The normalization stage is also referred to as adolescence or the norming stage (Waddell et al., 2019). During the norming phase, everything becomes normal in an organization. Employees and their employers get used to the introduced policies and procedures within premises. Additionally, at the adolescent stage, operational duties within a firm are assigned to individuals. The normalizing period brings together individuals in a firm, which results in cohesive acts among them. Also, employees tend to work together at this phase regardless of their area of specification. Working as one unit enables the employees to adapt to change easily as compared to when working as different entities.
The peak period is the fourth stage in the organizational development process. This stage is referred to as the mature or performing stage (Singh & Ramdeo, 2020). The mature stage is associated with massive production in an organization. At this phase, a company is more productive as compared to the early and formation stage. Policies and firm procedures are highly relied on during the performing stage. Moreover, the performing stage is associated with high production of goods and services by a company. During the peak period, a new group of leaders might be elected, taking over the previous leadership system. At this point, stiff competition is experienced as people fight for the leadership ranks in a company.
The reevaluation stage is the five and last phase in any organizational development. It is also known as the renewal or adjourning stage (Singh & Ramdeo, 2020). In the renewal stage, an organization starts implementing new policies and procedures. The renewal stage aim at evaluating the present development and access, whether it was successful or not. The policies and procedures are examined as well as the personal performance of an individual. After the evaluation, several changes are expected to take place based on the evaluation findings. The introduction of new changes in a firm system led to the repeat of organizational development. The suggested changes are taken back from the formation stage to the early stage, normalization phase, peak period, and lastly, renewal period.
Benefits of Organizational Development
Organizational development is beneficial to an organization in various ways. One of the advantages of organizational development is providing a company's effectiveness and efficiency (Quayle & Gao, 2019). A firm efficiency is important since a company can make high production when using lesser input. Notably, institutions can improve their goods production and services offering. Efficiency is non-beneficial without an effective team. Performing activities in an effective manner are crucial for the success of an organization. Organizational development brings about increased communication and interaction, and feedback.
Organizational development is beneficial since it increases the number and value of stakeholders in a company. People tend to have an interest in a blossoming and prosperous industry (Quayle & Gao, 2019). Organizational development brings about an increase in the production of goods, and as a result, components of production such as labor and raw materials, are highly demanded. The increased production paves the way for the investors, suppliers, and other stakeholders to increase the price of their input. Investors make a firm to increase profit, and in return, the company's investments are increased. It is consequential to note that employees' skills and values are empowered, and as a result, their skills are improved.
Organizational development reduces the cost used by a firm when producing their products. Businesses aim to reduce the production cost, maiming on sales (Quayle & Gao, 2019). Companies minimize their spending like labor, purchasing raw materials, and general overhead. Organizational development ensures that the cost of production is cut down. Employees' absenteeism is discouraged, saving the company the cost of hiring and recruiting new workers. This makes the company make high production with minimal operational cost. Organizational development strike a balance between a firm weakness and strength.
Organizational development is an important tool in the promotion and management of corporate growth. Through organizational development, compile together a company analysis on sales production and customers' demands to rate the company's growth rate. Market research can learn that cyber espionage is a great upcoming concern in the computer industry (Kumar & Pansari, 2016). As a consequence therein, the sales department in a firm knows which strategies to implement to benefit from the cyber espionage trend. Moreover, the proper allocation of the company's resources helps in promoting and managing institutional growth. Another important role of organizational development is analyzing the work in an organization.
Organizational Development Models
Over the years, organizations have been using models as their guiding plan to ensure a company's effectiveness. The models provide a ground on which changes might be done and implemented effectively (Kumar & Pansari, 2016). It is important to note that organizational changes are classified into two main theories that are the change process theory and the development theory. There is a three-step model of change, as proposed by Kurt Lewin in 1947. A successful organizational development model involves three research models, which are The Action Research Model, The Appreciative Inquiry Model, and The General Model of Planned Change.
The evaluation of the Action Research Model is the first step in an organizational change. The concept of action research was introduced to Kurt Lewis as an element of change (Kumar & Pansari, 2016). The action research model is a combination of the researcher and the client's efforts to solve a problem. The action researcher model's main aim is solving problems at the same time, coming up with new knowledge. However, action research has various actions which are used to initiate change. The first step of the action research model is problem identification. The problem identification change aims at sensing change within an organization. The problem identification is usually done by experienced and influential personnel in a firm.
The second phase of the action research model is the consultation stage. During this stage, a behavioral science expert is consulted, and they propose a framework for change. Data gathering and conduction preliminary analysis are the last step in the action research model (Cummings & Worley, 2013). In the gathering stage, an organizational development practitioner is needed together with the member's efforts. The organizational development expert may employ the use of interviews, questionnaires, and observation to get the needed information about an organization. After the collection of a company's data, feedback is given by an Organizational development practitioner. Notably, joint diagnosis of a problem is done whereby the firm's members agree there is a problem that needs to be solved. Lastly, the joint planning action follows whereby members agree to take and implement the required actions for change.
The Appreciation Inquiry model is another organizational development mode. The Appreciation model has three core components, one of them being the discovery phase (Almeida et al., 2016). In the discovery stage, there are inquiries done on the need for change. The design stage follows whereby the appropriate organizational development model is proposed based on the researcher's findings. The last stage is the delivery or, rather, the destiny stage. During this phase, organizational members take the proposed actions and make the required adjustment.
The General Model of Planned Change is the last organizational development model. Notably, the model has several stages. One of the stages is the entering stage, which addresses the company's initial activities and change areas (Almeida et al., 2016). During the entering stage, activities like data collection are conducted to identify and the organization's problems that need change. The planning and implementation stage is the second phase of the general model. At this point, the members of a company and the change agent come up with a design model depending on their findings. After a solution is found, employees and their employers’ go-ahead to practice the proposed changes. The last stage is the institutionalizing phase. The change agent gathers the implemented change to evaluate whether the intended purpose was met.
In conclusion, it is important to note that organizational development operates on purpose. One of the organizational development objectives is creating a trustworthy working environment where the employee's well-being is guaranteed. The satisfaction and commitment of employees are achieved, which makes organizational development beneficial. Additionally, the cost of production is minimized in an organization through the use of organizational development. Notably, organizational development is achieved by the use of three models, which are Action research, appreciative inquiry, and general research model.
References
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Cummings, T. G., & Worley, C. G. (2013). Organization Development and Change . Stamford, Cengage Learning.
Kumar, V., & Pansari, A. (2016). Competitive Advantage through Engagement. Journal of Marketing Research, 53 (4), 497-514. Retrieved November 27, 2020, from http://www.jstor.org/stable/44134928.
Quayle, P., & In Gao, X. (2019). International organizations and the promotion of effective dispute resolution: AIIB Yearbook of International Law 2019 . Leiden: Brill
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Waddell, D. M., Creed, A., Cummings, T. G., & Worley, C. G. (2019). Organizational change: Development and transformation . Melbourne, Cengage.
