Od Org Dev Essay

1574 words - 7 pages

Paper Summary:
In this article, the writer notes that the overall success of an organization is a product of a variety of sources. The writer points out that according to Eric Krell, a writer for the Society for Human Resource Development, one of the greatest of these influences is the perception of senior management by all levels of employees and the subsequent level of trust between them. This paper discusses the correlations between organizational productivity and employee perception of senior management based on Mr. Krell's article. Further, the writer looks at how this relates to trust and organizational performance.

Outline:
Major Thesis
Supporting Arguments
Conclusions
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Development in this context is the notion that an organization may become more effective over time at achieving its goals.   OD is a long range effort to improve organization's problem solving and renewal processes, particularly through more effective and collaborative management of organizational culture, often with the assistance of a change agent or catalyst and the use of the theory and technology of applied behavioral science.   Organization development is a contractual relationship between a change agent and a sponsoring organization entered into for the purpose of using applied behavioral science in a systems context to improve organizational performance and the capacity of the organization to improve itself. [2]   Contractual Relationship. Although neither the sponsoring organization nor the change agent can be sure at the outset of the exact nature of the problem or problems to be dealt with or how long the change agents' help will be needed, it is essential that some tentative agreement on these matters be reached. The sponsoring organization needs to know generally what the change agent's preliminary plan is, what its own commitments are in relation to personal commitments and responsibility for the program, and what the change agent's fee will be. The change agent must assure himself that the organization's, and particularly the top executives', commitment to change is strong enough to support the kind of self-analysis and personal involvement requisite to success of the program. Recognizing the uncertainties lying ahead on both sides, a termination agreement permitting either side to withdraw at any time is usually included. [2]   Change Agent. A change agent in the sense used here is not a technical expert skilled in such functional areas as accounting, production, or finance. He is a behavioral scientist who knows how to get people in an organization involved in solving their own problems. His main strength is a comprehensive knowledge of human behavior, supported by a number of intervention techniques (to be discussed later). The change agent can be either external or internal to the organization. An internal change agent is usually a staff person who has expertise in the behavioral sciences and in the intervention technology of OD. Beckhard reports several cases in which line people have been trained in OD and have returned to their organizations to engage in successful change assignments. [3] In the natural evolution of change mechanisms in organizations, this would seem to approach the ideal arrangement. Qualified change agents can be found on some university faculties, or they may be private consultants associated with such organizations as the National Training Laboratories Institute for Applied Behavioral Science (Washington, D.C.) or University Associates (San Diego, California), and similar organizations.   The change agent may be a staff or line member of the organization who is schooled in OD theory and technique. In...

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