Organisations

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A brief on Organisational development

Organizational development is very significant and crucial process. It involves each and every aspect of business operations. It is to acknowledge that it might be helpful on the ground of dealing with the business related challenges and most importantly the growth of an organization could be ensured hugely. Organizational development mainly involves making the alignment and integration between various organizational activities and improving the current process of accomplishing the task on the regular basis. Here in this report also the expediency of organizational development has been explained with the help of proper examples. Various other factors related to organizational development have also taken into special consideration.

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Organizational development, however, mainly dependent upon continuous improvement and adopting the rapid change within the organization. It is to acknowledge that with the help of such aspects it becomes possible to ensure that the organization is making alignment with the current business environment. The organizational development is related to various factors like diversifying into various areas, aligning the process, adopting technological advancement, competent human resource and most importantly well managed and well structured operations department. In case of any college or school the major factor that helps in ensuring the organizational development is the support from administrative department as cited in one interview.  They create such kind of environment and flow of activities which help both academic staff and students to relate easily with the routine work. On the basis of interview sessions it could be concluded that organizational development is a very significant factor and it must be undertaken into very painstaking manner. For the same purpose the major recommendations revolve around the formulation of various activities taking place within the college or in any other department. The goals and objectives are also required to be clear so that the desired direction could be identified. It helps in avoiding the chaos during the work and repetition of efforts could also minimize. Further, on the basis of an interview it could be said very articulately that integration and coordination is another factor which should be taken on the priority basis. If an organization failed to do so, then the huge level of negative consequences could be experienced. Further, it is also clear that through proper and coordination the work could be finished within the stipulated period of time. Ahead the secret success of organizational development is to ensure that the wastage of organizational resources should not be the continuous scenario within the organization. The resources should be utilized as per optimum utilization as it indicates towards the organizational maturity while dealing with its objectives and goals.

One of the interviewers has stated that conflicts or personal grudges into any work can show its negative impact at very large scale. It is required to be handled in the proper way. It depicts the negative hold of an organization on the team building culture. The groups generally provide more chances to ensure the organizational development, but improper conflict management can create troubles for the organization. It would like to be acknowledged that when any company loses their grip on team culture, then innovation and the element of coordination could be hampered. People won’t work with each other and it directly puts its impact on the organizational culture. Therefore, it is recommended that the team building is required immensely for the purpose of organizational development. The list of recommendations includes that hierarchical structure is also required to be proper with a view of developing the capabilities of business entity. Through proper organizational structure the work could be managed properly and most importantly the organization could be in a position to delegate their responsibilities. This recommendation could definitely be result oriented as it helps in maintaining the level of professionalism and discipline, another sign of organizational development.  People should not hesitate in sharing their ideas and top management is required to give adequate amount of consideration to those ideas. The organizational development should not benefit only top management, but it should create positive results for all associate people. The boost in sales figure is not the only parameter for the measurement of organizational development, the improvement in organizational culture, work environment also leads towards the  highest level of organizational development, as understandable through the interview.

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Ahead in the interview, it's become clear that till the people won’t understand their responsibilities, then it is not possible to enhance the level of growth and development of the organization. Employees must act as per their roles and duties and need to justify with their roles within the organization. It helps on the ground of completing the particular task or project as per the organizational objectives. It helps in managing the time, resources, money, efforts etc. one time instructions must be followed by subordinates. It is required with the perspective of bringing the improvement at a later stage, if required any. Thus, it becomes clear that the basic fundamentals of management are required to be followed by the organization and staff people. Adherence towards these aspects can show its positive results and most importantly the objectives could be achieved. Other than this, the recommendations involve the creation of ethical values and proper code of conduct. It bound people with some sort of values and these values act as guidelines for the whole organization. By following these values and ethical aspects the development could be revolved around the reputation and positive brand image. Other than this, the recommendations could be related to management of diversity as well. If a company is able to deal with cultural aspects then the development of the company could be ensured. The cultural diversity is very common factor in organizations and that could be handled in the most appropriate manner. The level of discrimination is required to be minimized. It shows that how much value their employees and how focused they are regarding their growth and development. The relations of such recommendation are directly associated with intellectual development as well. If they are able to handle the cultural diversity than they can acquire highly competent and skilled employees who in return can change the ensure business transformation. Thus, these are certain justified recommendations with a view of fostering the organizational development.

The main advantage of diagnosing the organization is that it helps on the ground of understanding the main potential aspects of the organization. It allows getting a hold on the weak aspects and the company can take appropriate steps in order to meet out such negative and weak factors of the company. The diagnosis of the company could be done on various parameters. It could be related to the sales aspect, operations or administrated efficiency and most importantly the internal working environment of the company (Ashkenas, 2013). There are various theories that suggest that a company should focus on continuous improvement. It is good for them with the perspective of bringing the improvement in overall business activities. The theoretical models can show its expediency in assessing the developmental aspects of the company. Further, it could also state that with the help of theoretical perspective the company can get some guidelines and can move into a desired direction. Another advantage of organizational diagnosis is that it makes the top management familiar with the existing business environment. The company identifies the current business environment and it definitely helps in improving the decision making process. For the same purpose the theory or technique could be related to market research. Through an environment scanning the company can get hold on the external business environment, and can formulate its strategies. Thus, another advantage also becomes clear that the decision making and strategy formulation both could be improved immensely. The internal as well external working environment could put its impact on the overall business operations. Further, it is to acknowledge that if the diagnosis has been done in an appropriate way, then it definitely helps on the ground of availing the available opportunities. The organization could understand their competency and can judge the compatibility with the available market opportunities (María and et. al., 2011). Proper diagnosis gives the confidence to work towards the opportunity and strength could be utilized in an effective manner. The organization can definitely get a hold on their resource management as well. Through diagnosis, it becomes possible to identify the reasons behind the failure of any strategy or planning.  In the interview session, it has been found that without proper resource utilization it is impossible to think for organizational development. So the diagnostic process can help in assessing the resource capacity of the company. Ahead the diagnosis of organization can enable in scrutinizing the reliability of the planning process as well. If the planning has been done as per the objectives or short term goals then sustainability of the company could be ensured. It is one of the major factors which must be taken into special consideration as cited in an interview (Berghman and Vloeberghs, 2003). Another advantage of diagnosis through theoretical models is that the proper risk assessment can also come into existence. The company can assess the risk in an appropriate way along with the formulation of proper risk avoidance strategies. The risk or threatening factors could be dealt with the proper way after the diagnosis of the organization. Here risk factors include both internal as well as external factors. Thus, strategy formulation related to each and every aspect could become possible for the diagnosis and has been done as per the theories and models.  Ahead the advantage of diagnosis is that the company can use their strength in the organizational development. In the interview it becomes clear that all the good and positive aspects of the company should be used for the purpose of overall benefits of the company. Further, it could be identified that the things are well planned or not. Setting all the activities in a structured format is required at very large scale. If the company failed to do so, then productivity and working efficiency could be hampered. Every aspect of the business should be well organized and it could be identified by applying the internal assessment. The diagnosis through theoretical models has a high level of relevancy in making alignment with the recent changes. Further future changes could be anticipated and the company can prepare their plans and strategies accordingly in order to respond back positively. Thus, these are certain advantages of the regular diagnosis of the company (Salas, Bowers and Edend, 2001).

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But these theories have certain limitations too with respect to implement the diagnostic process or organization in an effective manner. The business environment is completely dynamic and unpredictable. The theories are dependent upon the particular fixed period of time. The consequences, situations all are applicable for the specific period of time, so after some point of time it becomes tough to get positive results from the models. Therefore the lack of long term result oriented approach is one of the major problems of theoretical models. However, some traditional models or theories are favourable to the current business scenario, but still modern concepts are required. Continuous change based on proper analysis is also required. Another limitation is that the theories are generally based upon past events or some observations. It is not possible that every aspect of theory could fit within the organization. Thus the fundamental change in theory can bring huge changes in the outcomes and above mentioned all the advantages can’t be availed properly. On the basis of interview sessions it could be stated that aligning these theories is essential at very large scale, but applicability must be completely dependent upon the current business situation else negative consequences could be experienced (Heaney, 2004).

In order to ensure the organizational development there is need of focusing on various aspects of business. The area of organizational development could be segregated into various categories like development in sales ratio or profitability, development in organizational culture, development in human resource competency, etc. these aspects could show a huge level of results on the ground of ensuring the rapid growth and development of the company. The major factor which is required for the organizational development is to make alignment with changes. Through adopting the change as per the external environment, it could become easier to grow in this competitive era. The business solutions could be innovative and adopting the change on the regular basis always generates positive results (French, 2011). Change is most essential element with a view of bringing the improvement in overall aspects of business. It is to acknowledge that the organization could be in a position to focus on continuous improvement within the existing business operations or pattern of completing the tasks. In an interview it becomes clear that building the team culture, changing teams, operational changes are part of continuous improvement only. It helps in bringing people at one platform and greater number of people could understand about the intricacies of the work. Further, in interview sessions the respondents have given an adequate amount of consideration to the coordination and collaboration. According to them coordination makes work easier and allow to deal with challenges in an effective manner (Suppiah and Sandhu, 2011). Other than this, it has also found that organizational culture is something which corroborates for the organizational development at very large scale. It is to acknowledge that through organizational culture, it could be identified the maturity level of business. The concrete organizational culture always provides the sustainability and good reputation in the market. If the organizational culture is crippled then negative consequences related to organizational development could be experienced. For the same purpose the required element is human resource policies. It is to acknowledge that human resource policies must be constructed in such a way so that discipline could be introduced within the company. The internal policies are required to be positively aligned with external legal aspects and policies. It ensures the development of the company with the perspective of legal environments. Through these aspects the organizational culture could also be built in a proper way. Rules and regulations can bind people towards the ethical behaviour and the sense of respect could be developed for each other within the organization (Koprowska, 2010).

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Ahead the for the purpose of developing the organization the role of interpersonal communication could also immense. Without proper communication none of the organization can sustain for a longer period of time. Communication is another essential requirement for the organizational development. If the communication process is not so good, then the level of grudges and conflicts could be high as cited in an interview. Further the communication is something which brings people together and enables them to work in a team. Thus the team culture is also dependent upon the communication (Suppiah and Sandhu, 2011). Now the communication should be improved by organizations as cited by respondents. More the people will share their experiences the knowledge transfer could take place within the business entity. The induction and orientation program could be helpful only if the interpersonal communication is proper and effective. Communication could be improved  by two ways, firstly, the organization has free flow of communication and secondly the technological aspects are highly updated. The ego must be negligible for the purpose of promoting the proper interaction. Good interaction of sharing of experiences can generate yielding results for the longer period of time. The hesitation factor could be eliminated and it just increases the organizational efficiency and competency. Other than change, concrete policies and communication the role of ethical aspects is also huge in ensuring the organizational development. It is clear that through proper values and code of conduct the negative aspects within the organization could be handled (Sivakumar, 2009). For instance, if the discrimination level is high within the company then the construction and stringent implementation of policies can show its huge level of positive results. The employees could get a sense of fear against their activities and it can definitely eradicate the element of discrimination. The ethical values are just the personal beliefs of individuals which must benefit employees at very large scale. Ahead ethical factors may include the handling of management of diversity. For the purpose of organizational development the company acquires a various group of people belongs to various beliefs, customs, religions, caste and areas. It just creates the diversity within the organization. Thus, it could be stated that organizational development is very tough task until n unless it is not handled properly. At one side company brings people from various backgrounds so that they can increase their competency and the objective of organizational development could be fulfilled (Daily and Huang, 2001). On the contrary, they need to deal with diversity related issues as well. It is clear that the management of diversity is another very crucial required element for the organizational development. The next component is the initiation and the opportunity identification habit of the company. The company has to identify the opportunities available within the marketing and need to respond to them appropriately. It can provide new growth chances to the company and long term profitability could be gained. Through initiation aspects the company can improve their productivity and intellectual assets could be improved (Salas, Bowers and Eden., 2001). While grabbing the opportunities the organization has to work within their ethical boundaries. Breaking the limitations could hamper the brand reputation and organization could face a huge level of developmental troubles. Thus, these are certain aspects of organizational development. With the help of above literature, it could be stated articulately that there could be various aspects of organizational development. The growth could be registered in various aspects and the organization should focus on overall growth and development of the company. If they failed to do so, then negative impact could be realized upon the organizational performance. The role of organizational culture is immense within the development of any company. It includes the ethical aspects related to discrimination and management of diversity. Further the role of communication and teamwork is also clear with the help of the above scenario. The team culture itself determines the rapid growth and development of company as individual work collectively for the organizational benefits. They put efforts so that the company can excel in various areas.

This essay is an example of a student's work

Disclaimer

This essay has been submitted to us by a student in order to help you with your studies. This is not an example of the work written by our professional essay writers.

Reference:

Daily, F. B. and Huang, S., 2001. Achieving sustainability through attention to human resource factors in environmental management. International Journal of Operations & Production Management. 21(12). pp.1539–1552.

Sivakumar, N., 2009. Values-based corporate governance and organization behavior – guidelines from Manusmriti for ethical and social responsibility. Corporate Governance. 9(5). pp.573–585.

Suppiah, V. and Sandhu, S. M., 2011. Organisational culture's influence on tacit knowledge-sharing behavior. Journal of Knowledge Management. 15(3). pp.462–477.

French, R., 2011. Organizational Behaviour. 2nd ed. John Wiley & Sons.

Heaney, L., 2004. Leading professional development: a case study. International Journal of Educational Management. 18(1). pp.37–48.

Koprowska, J., 2010. Communication and Interpersonal Skills in Social Work. 3rd ed. SAGE.

María, I, and et. al., (2011). The influence of organizational structure on organizational learning.  International Journal of Manpower. 32(6). pp.537–566.

Berghman, L. and Vloeberghs, D., 2003. Towards an effectiveness model of development centres. Journal of Managerial Psychology. 18(6). pp.511–540.

Ashkenas, R., 2013. Change Management needs to Change. [Online]. Available at: <http://blogs.hbr.org/2013/04/change-management-needs-to-cha/>.[Accessed on 23rd March 2015].

Salas, E, Bowers, A, C, and Edend, E., 2001. Improving Teamwork in Organizations: Applications of Resource Management Training. CRC Press.

 

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