Organizational Development is the study that introduces more effective ways for organizations to implement change and improve performance to effectively adapt to changing trends, cycles, and business needs. There are different variations of how this can be accomplished depending on the best approach for the organization however the end results are focused on broadening the scope of knowledge and understanding to create effective and refined processes and improve production while and employee happiness. In comparison Change Management focuses more on desired vision of the future for an individual, group, or organization. The approach identifies and aligns actions and processes for implementation. A change leader focuses on their client’s goals and establishes a clear path for the future success that includes profitability and overall job satisfaction.
An organization analyzing the advantages and disadvantages of Organizational Development must consider the following in order to …show more content…
Internal areas of focus would be to “increase internal capabilities by ensuring the organizational structures, human resources systems, job designs, communication systems, and leadership/managerial processes fully harness human motivation and help people function to their full potential” (Human Synergistic International, 2012). The other approach is the OD Practitioner, which is bases on both internal and external factors. An OD Practitioner will focus on ways to facilitate communication to unanimously agree to changes needed based upon data that is collected during the inspection. The Organization will then focus on implementing the changes needed within the area defined in the exercise. The OD Practitioner will help guide them to come to the best solution and work on ways they can successfully implement
An organization analyzing the advantages and disadvantages of Organizational Development must consider the following in order to …show more content…
Internal areas of focus would be to “increase internal capabilities by ensuring the organizational structures, human resources systems, job designs, communication systems, and leadership/managerial processes fully harness human motivation and help people function to their full potential” (Human Synergistic International, 2012). The other approach is the OD Practitioner, which is bases on both internal and external factors. An OD Practitioner will focus on ways to facilitate communication to unanimously agree to changes needed based upon data that is collected during the inspection. The Organization will then focus on implementing the changes needed within the area defined in the exercise. The OD Practitioner will help guide them to come to the best solution and work on ways they can successfully implement