Organizational Development paper

Organizational development (OD) as a technique helps to effect change in a company to improve its effectiveness. It contributes to a change process, and establishes long-term activities, including operation of self-managed or autonomous teams as well as problem solving opportunities (Anderson, 2011, p.2).Advertising We will write a custom essay sample on Organizational Development paper specifically for you for only $16.05 $11/page Learn More OD applies to scientific knowledge on behavioral development that embraces a number of concepts, including work design, leadership skills, team building and international design. The system is a flexible scheme that entails implementation of changes. Furthermore, it should adapt quickly to changes and, when the new data is introduced or experienced, it should be ready to process it (Cummings and Worley, 2008, p. 50). Indeed, it involves a long range of efforts that will improve problem-solving strategies, as well as its ability to face various challenges within an organization (Cummings and Worley, 2008, p. 2). Organizational development considers change a process that involves a set of such activities as planning, diagnosing, assessing, and implementing (Jex and Britt, 2008, p. 477). The organizational development process assures the establishment of favorable relationship within a work environment and outside it and provides groups with the possibility to initiate and manage change. Further, organizational development is considered a set of core values, such as respect and commitment, genuineness and cooperation, self-awareness and improvement, democracy and feeling of justice. The process is made up of the four main activities. These are introducing, analyzing, planning, and implementing (Anderson, 2011, p. 42). The process involves an action research scheme which allows to define the problem and analyze the reasons for introducing changes. Further, it is purposeful to plan an intervention, evaluate and implement it. The next step will involve collecting information to assess the intervention and define whether progress has been reached or whether further interventions are needed. Furthermore, it begins when a leader envisions relevant approaches and strives to enhance organizational performance (Jex and Britt, 2008, p. 473). Organization development relies on open systems methods and schemes so as to get a better idea of organization’s goals. Therefore, a shift occurred to one department of an organization cannot be supported without introducing shifts to other departments (Cummings and Worley, 2008, p. 50).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organization development stems basically from three psychological theories for an organization to understand and motivate its employees. They include need theory, job analysis model, and expectancy theory that provid e a deep insight into personal differences among the team members, as well as different kinds of organizational aspects that influence behavior (Jex and Britt, 2008, p. 478). Need theory as a strategy considers motivation as a means to meet people’s needs and concerns. Need theory is strongly associated with organizational development because it is based Maslow’s theory introducing a hierarchy of needs (Jex, Britt, 2008, p. 480). It starts from the bottom with physical needs, as the basic concerns, and followed up by needs of self-esteem and actualization (McLean, 2005, p.32). Job characteristic model analyzes the way the personnel work. It also demonstrates how an employed environment influences employees’ motivation with regard to three psychological states (Jex and Britt, 2008, p. 483). Expectancy theory focuses on motivation with regard to decisions that members make concerning the effort they will take to perform organizational tasks. It suggests that choic es about work effort are premised on particular beliefs or values that members uphold. The model is used to introduce effective techniques for an organization to enhance employee incentives, which is also possible through introducing reward systems (Jex and Britt, 2008, p. 486). The factors that introduce organizational change and development include performance challenges, competition, organizational challenges, and technological advances. Many change strategies are more effective in reducing restraining forces and, therefore, will allow the driving conditions to provide change and decrease resistance (Jex and Britt, 2008, p. 497). Participative management entails involving members directly in realizing the need for shifts, developing corresponding changes, and putting those into practice. It is also imperative to analyze the need for change and make significant external stakeholders believe that these changes are urgent (Anderson, 2011, p. 100). A vision will present future perspe ctives allowing an organization to communicate effective ideas to their employees and provide a healthy work environment. Course of action strategy needs to be developed as well to implement change. This will act as the algorithm for an organization offering directions to present an appropriate final state while defining challenges (Jex and Britt, 2008, p. 499).Advertising We will write a custom essay sample on Organizational Development paper specifically for you for only $16.05 $11/page Learn More Leaders should be able to provide sufficient internal support and create a solid platform for introducing changes. In such a way, they can reduce resistance for employees to take an active part in the process of organizational change. By ensuring full commitment to an organization, leaders will play a crucial role in increasing organizational performance (Anderson, 2011, p. 150). However, lack of effective leadership skills heightens the challenges for publi c institutions. In this respect, organization should be provided with sufficient resources to manage change effectively. At this point, introducing planned organizational change can foster a rational distribution of resources within an organization. In addition, the public provides a stronger force for altering their interest in products (Jex, Britt, 2008, p. 501). In conclusion, in order to effect organization change, there is the need to resort to such stages as change identification, implementation planning, implementation, evaluation of the results, and seeking feedback. It is also important for a leader to understand the potential of the organization with regard to employees’ experience and motivation. References Anderson, L. D. (2011). Organization Development: The Process of Leading Organizational Change. California: SAGE. Cummings, G. T., Worley, G. C. (2008). Organization development change. Vancouver: Cengage Learning. Jex, M. S., Britt, W. T. (2008). Organizati onal psychology: A scientist – practitioner approach. New Jersey: John Wiley Sons. McLean, N. G. (2005). Organization development: Principles, processes, performance. California: Berrett-Koehler Publishers.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This essay on Organizational Development paper was written and submitted by user Meadow R. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. 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Groundhog Facts (Marmota monax)

Groundhog Facts (Marmota monax) The groundhog (Marmota monax) is a type of marmot, which is a ground squirrel or rodent. It is familiar to Americans for its weather prognostication on Groundhog Day. The animal goes by many names, including woodchuck, groundpig, and monax. The name woodchuck refers neither to wood nor to chucking. Instead, it is an adaptation of the Algonquian name for the animal, wuchak. Fast Facts: Groundhog Scientific Name: Marmota monaxCommon Names: Groundhog, woodchuck, whistlepig, monax, siffleux, thickwood badgerBasic Animal Group: MammalSize: 16-20 inchesWeight: 5-12 poundsLifespan: 2-3 yearsDiet: HerbivoreHabitat: North AmericaPopulation: Abundant and stableConservation Status: Least Concern Description Within its range, the groundhog is the largest ground squirrel. Adults average between 16 and 20 inches long, including their 6-inch tail. The relatively short tail distinguishes this species from other ground squirrels. Groundhog weight varies dramatically throughout the year, but averages between 5 and 12 pounds. The animals tend to be brownish in color with four ivory incisor teeth. Groundhogs have short limbs that end in thick, curved claws suited to digging and climbing. Habitat and Distribution The groundhog gets its common name from its preference of open, low-elevation land, especially well-drained soil in fields and pastures. Groundhogs are found throughout Canada and in the eastern United States. Other types of marmots are common worldwide, but they tend to prefer rocky and mountainous habitats. Groundhog distribution. Andreyostr, Wikimedia Commons Diet and Behavior Technically, marmots are omnivorous, but groundhogs are more herbivorous than most species. They eat grass, berries, dandelion, coltsfoot, sorrel, and agricultural crops. However, they will supplement their diet with fallen baby birds, insects, snails, and grubs. Groundhogs do not need to drink water if they can obtain it from dew or plant juice. The rodents store fat and hibernate to survive winter rather than caching food. Groundhogs are preyed upon by humans, foxes, coyotes, and dogs. Young may be taken by hawks and owls. Reproduction and Offspring Groundhogs are never found far from their burrows, which they dig in the soil and use for sleeping, escaping predators, raising young, and hibernating. Groundhogs mate after they rouse from hibernation in March or April. The pair remains in the den for the 31 or 32 days of gestation. The male leaves the den before the female gives birth. The usual litter consists of two to six blind pups that emerge from the den after their eyes have opened and their fur has grown. Near the end of summer, the young move off to build their own burrows. Groundhogs may breed the following spring, but most become mature at two years of age. In the wild, most groundhogs live two to three years and up to six years. Captive groundhogs may live 14 years. Baby groundhogs look like miniature versions of the adults. Manfred Kuster / Getty Images Conservation Status The IUCN classifies groundhog conservation status as least concern. The rodents are abundant across their range and have a stable population in most places. They are not a protected species. Groundhogs and Humans Groundhogs are hunted as pests, for fur, for food, and as trophies. Although the rodents eat crops, groundhog burrows improve the soil and house foxes, rabbits, and skunks. So, maintaining a controlled population of groundhogs is beneficial to farmers. February 2nd is celebrated as Groundhog Day in the United States and Canada. The premise of the holiday is that groundhog behavior following hibernation may indicate the approach of spring. Groundhog Day in Punxsutawney, Pennsylvania. Jeff Swensen / Getty Images Research on groundhogs given hepatitis-B may further understanding of liver cancer. The only other suitable animal model for the disease is the chimpanzee, which is endangered. The groundhog is also a model organism for studies on obesity and other metabolic disorders and heart disease. While groundhogs may be kept as pets, they may display aggression toward their handlers. Usually sick or injured groundhogs may be rehabilitated for release back into the wild, but some do form bonds with their caregivers. Sources Bezuidenhout, A. J. and Evans, Howard E. Anatomy of the woodchuck (Marmota monax). Lawrence, KS: American Society of Mammalogists, 2005. ISBN 9781891276439.Grizzell, Roy A. A Study of the Southern Woodchuck, Marmota monax monax. American Midland Naturalist. 53 (2): 257, April, 1955. doi:10.2307/2422068Linzey, A. V.; Hammerson, G. (NatureServe) Cannings, S. (NatureServe). Marmota monax. IUCN Red List of Threatened Species. Version 2014.3. International Union for Conservation of Nature, 2008. doi:10.2305/IUCN.UK.2016-3.RLTS.T42458A22257685.enSchoonmaker, W.J. The World of the Woodchuck. J.B. Lippincott, 1966. ISBN 978-1135544836.OCLC 62265494Thorington, R.W., Jr. and R. S. Hoffman. Family Sciuridae. In Wilson, D.E.; Reeder, D.M. Mammal Species of the World: A Taxonomic and Geographic Reference (3rd ed.). Johns Hopkins University Press. p. 802, 2005. ISBN 978-0-8018-8221-0.

LinkedIn.com Essay Example | Topics and Well Written Essays - 1250 words

LinkedIn.com - Essay Example Even though the professional community is on the rise with the passage of time, it is without a doubt that LinkedIn fosters productivity and growth across the board, creates avenues for development for the individuals and lets them stay in touch until a business call is made, and remade for future endeavors that are undertaken. The role of the professionals is to solicit the development to come about in such a manner that they get in close contact with one another, and thus stay in touch for a long period of time (Cocheo, 2009). They must grow collectively by keeping in association with one another so that their mutual friends and acquaintances also come about to increase and expand the basis of the business in the coming times through LinkedIn. As a professional, I can use LinkedIn to get in close association with people who have similar interests. To get up close and professional with human services professionals, I need to know where I can have all of them at a single point. This would mean that I need to make a group page for myself where I could solicit invitations from people who have similar interests and whose area of work are much the same. This would keep them all tied up at a single location and allow them to grow collectively. LinkedIn is a very powerful social media tool which if used properly could reap sound results, professionally. People have been able to meet and get in touch with some of the most talented individuals on the professional circuit just because they believed in the power of selling themselves through their abilities, skills and competencies (Pont, 2005). I would make use of LinkedIn to know who is joining the particular community and assess his/her skills upfront so that I know what the new individuals joining up have to offer to the community and to the human services role in essence. The most significant aspect is to get them all wired up and that can only be done when they are at a single platform. Being tied to a professional community means that one automatically ends up in a referral and when one needs to know who to contact, he is directly connected with how he must know the other individual. There is immense connectivity involved within the entire LinkedIn phenomenon, which if used properly could reap rich dividends. LinkedIn is powerful because it links up people who are in the same line of business; work closely with one another or even who work under the aegis of each other. The bosses and the middle line managers are in touch and so is the general dictum of progressive change, which is all the more quintessential in this day and age. Business groups with online presence creates an arm that can reflect on the business and that too from a very narrowed-down perspective, which zeroes in on the fact that connectivity must remain supreme and more so when quality referrals for human service clients seem to be the buzzword. Support services are always backed up by quality referrals which remain the hal lmark of LinkedIn and that too for all the right reasons (Beckwith, 2009). Thus professional business community groups create a sense of optimism which is very significant as it boosts the business by linking up like-minded people. The training offered by these LinkedIn groups is a collective mesh of those individuals who are in the same line of business and who have to offer the same services to a particular area of business. What