LDR 615 Describe the role of organizational development in contemporary organizations
LDR 615 Describe the role of organizational development in contemporary organizations
LDR 615 Describe the role of organizational development in contemporary organizations
Organizational Development
Caruso (2021) stares that there are many definitions of organizational development, but the most common is it is described as a process that helps prepare organizations for change. It is intended to cause a shift in beliefs, values, and attitudes that help companies keep up with fast-paced technologies and environments (Caruso, 2021). Organizational development can help with change by providing products or services, introducing new technologies, and helping to remodel the organizations culture (Ionescu & Bolcas, 2018). Organizational development has increasing internal capabilities to help the organization to respond to changes in the environment, and to help put the people in the middle of the change process (Ionescu & Bolcas, 2018). This is often considered a long-term process that is carried out by leadership and focuses on learning and problem-solving aspects with members of the organization (Ionescu & Bolcas, 2018). It may often times be viewed as a planned process for change in the culture (Ionescu & Bolcas, 2018).
With in my organization I feel that we often do not follow these steps. Often times upper leadership comes up with a new process and puts it out there for people to follow. Many times this is completed without explanation as to the reasoning behind the new process. Managers are just told to go out and implement the change without really getting any feedback as to how the change will affect the company. This is one reason I chose to pursue my masters in leadership to help me better understand how we can effectively drive change in the organization.
References
Caruso, S. J. (2021, September 21). Organizational development: Definition, uses and techniques. HR Development Info. Retrieved October 9, 2021, from https://hrdevelopmentinfo.com/organizational-development-definition-uses-and-techniques/
Ionescu, V.-C., & Bolcas, C. (2018). Organizational Development through Change. Manager, (28), 47–55. https://doi.org/https://www.proquest.com/docview/2213785765/fulltextPDF/A4A4F27B254E4A0BPQ/2?accountid=7374
The speaker shared important principles and vital elements related to organizational change. As he mentioned, organizations constantly have to adapt due to the different environmental forces that drive Organizational Development (Hartzell, 2021). In the student personal experience with the current organization, the resistance to change is an element that a sector of the stakeholders is showing, the leadership response has not been effective, and it has the superficial approach, which results in them going back to old ways to operate as soon as the crisis is “over” (Hemerling, 2016). The speaker describes the five principles that aim to put people first (Hemerling, 2016). By enabling and empowering people to succeed, the transformation experience becomes a positive event (Hemerling, 2016). In conclusion, as the speaker describes, if the transformational process is implemented in the right way by putting people first, it will be a positive and productive process that would benefit the whole organization (Hemerling, 2016).
References:
Hartzell, S. (2021). How internal and external factors drive organizational change. Study.com https://study.com/academy/lesson/how-internal-and-external-factors-drive-organizational-change.html
Hemerling, J. (2016, May). 5 ways to lead in an era of constant change [Video]. TED Conferences. https://www.ted.com/talks/jim_hemerling_5_ways_to_lead_in_an_era_of_constant_change?utm_campaign=tedspread&utm_medium=referral&utm_source=tedcomshare#t-782329
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The organization that I work for has made transformation a priority. Having both a transformation plan for our organization and one for the Pennsylvania Rural Health Model pilot program that we are participating in, we are on the exhausting end rather than empowering. One benefit we had was that the results we are trying to achieve are long-term and that has been the focus for both transformation plans that we are working on. Our plan for organization has specific organizational goals and our rural health model has community health goals. A specific takeaway from Mr. Hemerling was his comparisons of teaching students for the test rather than preparing them to excel in the long run (Hemerling, 2016). Teaching staff by giving them the tools and skills that they need is key. As nursing leaders, we do not always provide young nurses with the tools that they need to succeed. Then we are surprised to see them lose excitement, are not engaged, and then resign. We need to inspire them with a deep sense of purpose, provide them with the skills they need to succeed and instill a culture of continuous learning (Hemerling, 2016). This will help to retain staff, make them more engaged and empowered to learn for the betterment of themselves and the organization.
Hemerling, J. (2016). 5 Ways to lead in an area of constant change. Retrieved from Jim Hemerling: 5 ways to lead in an era of constant change | TED Talk
Thank you for sharing Jim Hemmerling’s five-minute video “5 Ways to Lead in an Era of Constant Change”. He is right that people are scared when organizations begin any type of transformation. Employees fret organizational transformations because their thoughts include layoffs, downsizing, fear of the unknown, fear of being unsuccessful during the transformation and people resisting change. I also agree that we live in a time where everything is changing constantly. In the last few decades technology has drastically changed how healthcare operates. Unfortunately, there are many organizations that fail to include the stakeholders, fail to plan for long term and prepare for a transformation during a crisis.
I agree with Jim Hemmerling’s 5 imperatives for transformation success. An organization must be able to put their people first showing that they value the happiness of employees. Creating a people-centered culture creates a culture where employees feel valued and considered. I like his second imperative where the organization inspires by purpose. Leaders inspire others by their behavior, character, and actions. Imperative number three is enabled people with capabilities, skills, or techniques. It is imperative to invest in the organizations employees because it becomes part of the culture that plays a huge part in the organization’s success. By investing in the organization employees improves the effectiveness of a workforce and inspires workers to strive to become better at their work and becomes part of the organizational culture which is imperative number four. Imperative number five is very important to the success of the transformation. A leader must have a vision that spreads throughout the organization. The vision is demonstrated by the leaders’ actions, beliefs, values, and goals. A leader must be able to keep people accountable because breeds trust among individuals. It permits people to trust each other by fulfilling duties, deadlines, and feeling comfortable approaching others within the organization. A leader makes sure he or she is inclusive by treating everyone equally, providing a sense of belonging and value as well as providing the resources necessary for the individuals to achieve their full potential.
References
Hougaard, R. (n.d.). The Power of Putting People First. Forbes. Retrieved October 14, 2021, from https://www.forbes.com/sites/rasmushougaard/2019/03/05/the-power-of-putting-people-first/?sh=213f1c18aff8
The traditional organizational structure’s rigid top-down model is replaced by teams that work on projects together in today’s organizational structure. Employees in this structure are given the requirements, milestones, and productivity goals of major projects and must figure out the most efficient way to meet those goals (Contemporary Forms of Organizational Structures | Principles of Management, 2017).
This structure eliminates the traditional company’s vertical structure and gives employees ownership of the work they do.
The main benefit of a modern organizational design is that employees have the freedom to make their own decisions, make changes, and take ownership of their work without interference from middle and upper management. This autonomy can result in increased productivity, higher work quality, and a significant increase in employee satisfaction (OpenStax, 2019). Employees form stronger bonds under this structure because they must rely on each other’s expertise and talent to achieve their goals. The main disadvantage of a modern organizational structure is that the lack of supervisory authority can result in disorganization and inefficiency if employees fail to hold each other accountable for mistakes.
Contemporary Forms of Organizational Structures | Principles of Management. (2017). Lumenlearning.com. https://courses.lumenlearning.com/principlesmanagement/chapter/7-3-contemporary-forms-of-organizational-structures/
OpenStax. (2019, March 20). Organizational Structures and Design. Opentextbc.ca; OpenStax. https://opentextbc.ca/principlesofmanagementopenstax/chapter/organizational-structures-and-design/
Kaiser Permanente’s organizational development is focused on a comprehensive strategy towards improving community health. The organization is composed of family-oriented medical centers with a good-nature work environment. The culture embraces trust, loyalty, competence, and integrity.
The strategy includes creating a culture of health that encompasses a leadership team keeping the employees engaged. This approach allows the organization to support its employee’s behavior, reduce overall costs, and increases job satisfaction.
The organizations mission is to provide high-quality, affordable health care services and to improve the health of its members and the community. Their determination of the organization is not only to provide healthcare but also to establish minimum healthcare standards in the world. Their vision is to collaborate with people to help them thrive and creating communities that are among the healthiest in the nation. Their core values are patient centered care, evidence-based medicine, measurement and accountability, and innovation.
The organizations healthcare workers from different professional backgrounds collaborate with patients, families, caregivers, and communities to deliver the highest quality of care. Kaiser Permanente’s interprofessional collaboration is to reach beyond the healthcare sector and engage stakeholders in finance, business, energy, conservation, education, and public policy. Kaiser created a publicly available Community Health Needs Assessment database that makes it possible to identify and map the environmental and social problems and opportunities across the United States. The organization works with numerous NGO partners to improve community benefit investments at supporting active transportation and strengthening local food systems to name a few. The organization uses data to understand and research the health obstacles that their organization and local communities are facing as well as communities across the nation. All these changes are made possible by incorporating skilled nurses from different fields of expertise to play a vital role and allowing them to take part in decision making and stakeholders to the improvements in healthcare within the organization, community, and nation.
References
Kaiser Permanente. (2021). Center for health research. Funding Research. https://research.kpchr.org/About/Funding
Mission & History. (2010). Kaiserpermanentejobs.org. https://www.kaiserpermanentejobs.org/mission-and-history/
Development is part of our everyday structure and processes. In our growth from birth to the advancement of our careers, we change based on our external and internal needs and adapt to these in order to grow and succeed. In the case of organizational development and its correlation to contemporary organizations, the flowing extern helps explain. “OD is the practice of planned, systemic change in the beliefs, attitudes and values of employees for individual and company growth. The purpose of OD is to enable an organization to better respond and adapt to industry/market changes and technological advances” (Sutherland, 2019).
In my current role in a management setting we have used OD to grow to fit our needs and requirements. One of the main organization that set our standards is known as MSHA, Mine Safety and Health Administration. They set rules, regulations, and standards for mining operations. Our business had to reorganize and set leadership in risk assessment to allot for these MSHA changes in order to remain in compliance. This included training and accountability for all employees to be trained in these newly implemented changes.
Reference:
Sutherland, C. (2019, February 14). 5 Key Benefits of Organizational Development and How to Achieve Them. Explorance. https://explorance.com/blog/5-key-benefits-organizational-development/
Organizational development (OD) is a field of study that addresses change and how it affects organizations and the individuals within those organizations (Norton, 2017). OD has numerous connotations within contemporary organizations. Norton (2017) believes change is inevitable and mastering change is the fundamental to the success of any organization. Useful organizational development can support organizations and their employees to adapt with change. Strategies can be implemented to announce foresee changes. These strategies can be the following but are not limited to: change in organization’s culture, change in values, team-building efforts, training and scholarship programs. Organizational development can be essential in addressing austere working environments as well. A great example pertaining to organizational development in my company were the collaboration of military personnel and contractors training on the Air PAX terminal. In Erbil, Iraq; contractors were operating the Global Air Transportation Execution System (GATES) to keep track of personnel and equipment entering and exiting the Middle East. When the American military forces arrived; they realized that Department of Defense (DOD) contractors were incorrectly inputting data that was costing the federal government billions of dollars. The lead for the military and contractors gathered to discuss what can be done to correct the unfortunate, costly mishap. A general wrote a memo, implementing that their will be one on one training for six months with monthly follow ups. After the six months were completed; contractors were asked to run the whole aerial port without any assistance from the military. We succeeded the mission with only a few minor errors which were easily corrected and did not cost the federal government extra funds. It was also agreed that when new contractors arrived, they will be trained the same way. Their level of expertise does not exempt anyone from training. Contractors will also sign a contract agreeing to those terms or they will be terminated.
Reference
Norton, M. S. (2017). Dealing with change: The effects of organizational development on
contemporary practices. Rowman & Littlefield.
The Association for Talent Development (N.D) defines organizational development (OD) as an effort focused on making an organization’s abilities better by aligning strategy, structure, people, metrics, and managerial processes. OD is science backed and utilizes psychology, culture, innovation, social science, education, human resource management, change management, organizational behavior, and research analysis (What Is Organizational Development?, n.d.)
. In contemporary organizations OD helps solve problems, increases effectiveness, and improves performance (What Is Organizational Development?, n.d.)
OD helps organizations implement change by preparing the company to better respond and adapt to industry changes and technological advances (Sutherland, 2019)
. The company can benefit from OD through continuous improvement, increased communication, employee development, product and service improvement, and increased profit (Sutherland, 2019)
. An example of organizational development at the hospital I work at was a patient mobility safety program. This program was developed to reduce employee injuries and increase patient safety. The organization trained key staff members in every department who then trained the remaining staff. New equipment was purchased and new policies implemented. This equipment enabled the staff to move patients in bed, transfer them from bed to bed, transfer them from bed to chair and back, and also move them within the room. Used properly, the equipment would reduce employee injuries and decrease patient falls. The policy change was that if an employee was injured lifting more than 35 pounds and not utilizing the equipment the company was not liable to pay for the medical care related to the injury. Initially, there was push back from staff members, but now the staff appreciate the equipment. The equipment has made patient mobility easier and safer.
References
Sutherland, C. (2019, February 14). 5 key benefits of organizational development. explorance. Retrieved October 9, 2021, from https://explorance.com/blog/5-key-benefits-organizational-development/
What is organizational development?(n.d.). Association for talent development. Retrieved October 9, 2021, from https://www.td.org/talent-development-glossary-terms/what-is-organization-development