The Importance Of Organizational Development

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Beckhard (as cited by Gallos, 2006) explained that organizational development (OD) is a strategic and coordinated intent directed by key leaders to improve the productivity and performance of the organization. Within the OD process there will be continuous formative assessments that will guide the developmental process and require needed changes to be implemented Schmuck, Bell and Bell (2012). Burke (2004) described seven key aspects of the OD process of which I have selected the element of change leadership to appraise and apply to my school organization where I currently teach. The high school where I teach currently serves 2500 students and has implemented new initiatives to develop innovative instructional that utilize web 2.0 technologies. …show more content…
Bolman and Deal (2013) stated, "A frame is a mental model-a set of ideas and assumptions-that you carry in your head to help you understand and negotiate a particular 'territory '" (p. 10). Consequently, I feel that in order for our school 's OD process, in technology integration, to be successful, effective change leadership skills must be exercised. Burke (2004) stated, "The importance of competent leadership for planning and implementing a significant organization change effort cannot be overemphasized, "and in absence of it, "...change in an organization simply will not occur" (p. 4). The ideal change leader, guiding the OD process, will communicate direction with clarity, define key priorities, and inspire workers perceive changes as a vital need to fulfill the organization 's mission (Burke, 2004). Unfortunately, during the OD implementation process, at …show more content…
I found three of the list of mistakes practiced by change leaders that have a negative impact on the OD process and create disconnect among teachers at our school. First, our school leaders do not invest enough quality time to prepare our teachers in developing a feeling of necessity in the implementation of new technologies into their instructional methods (Gallos, 2006). Kotter (as cited by Gallos, 2006) stated, "Sometimes executives underestimate how hard it can be to drive people out of their comfort zones" (p. 240). Consequently, if motivation does not exist on behalf of the leadership team, most efforts of implementing change in the OD process will be halted or slowed in pace. Second, Kotter (as cited by Gallos, 2006), discovered that along with cultivating a strong sense of immediacy among workers involved in the OD process, there must also be a priority to develop key teams of employees that will motivate through their behavior and attitude. The leadership team at our school, unfortunately, is perceived by teachers as evaluators more than supporters. Our recent evaluations, recently demonstrate how school leaders have lose sight of what is truly important in the OD process. Kotter (as cited by Gallos, 2006) recommended the due to how

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