Organization Development and Change Management

Introduction

Before the study proceeds to the subject matter, the organizational development and change management are first distinguish to one another. The main objective of the study is to build a rapport unto the readers and the critics.

Ideally, the development happens usually inside a business enterprise. The main reason is to promote good relationship between the top management down to the subordinates until it reached to the employees. The development and change comes together. To have a development, the business needs change. To have change, the business needs the development. They are both taken as one but, literally different. The study wants to show how these two business approach create a connection with one another while focusing in a diagnosing group and jobs.

The Organizational Development

An Organization development (OD) is a planned, top-down, organization-wide effort to increase the organization's effectiveness and health. OD is achieved through interventions in the organization's "processes," using behavioural science knowledge.

OD is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges. OD is not just anything done to better an organization; it is a particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis.

The Change Management

The Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. The current definition of Change Management includes both organizational change management processes and individual change management models, which together are used to manage the people side of change.

Organizational change management

Organizational change management includes processes and tools for managing the people side of the change at an organizational level. These tools include a structured approach that can be used to effectively transition groups or organizations through change. When combined with an understanding of individual change management, these tools provide a framework for managing the people side of change. Organizational change management processes include techniques for creating a change management strategy (readiness assessments), engaging senior managers as change leaders (sponsorship), building awareness of the need for change (communications), developing skills and knowledge to support the change (education and training), helping employees move through the transition (coaching by managers and supervisors), and methods to sustain the change (measurement systems, rewards and reinforcement).

Organizations Focuses on Job References

Many business turns into the person or a prospect employee that can stand on their own and fully orient in the job requirement offered. Basically, many companies prefer to hire people like them because it is really a big help if the newly hired employee or even the old employees had an expertise on their job.

It is ironical to a person’s mind setting to get in a company that is new to their senses. Like, a computer expert was hired as human resource personnel. The mistake like this will definitely results in a bigger problem than the help that the newly hired can contribute. The human resource department belongs to the employee that is a graduate of psychology and the computer expert should be place in the control center of the company. There, the computer expert will face all day the main frames and monitors, because that is his expertise.

A job-mismatch is commonly happens in the place where the unemployment rate is high and the available job is limited. The job seekers chose to go beyond their knowledge to bring income and in any other reason, are to test whether they are capable in doing their tasks.But still many business firms are trying to see among the sea of faces of who is the right person for a job. Job specification is obviously ideal in a business that is searching for a person that meets their requirements like, finished a course that specifies their field of knowledge and even the one who passed series of board exams. And if the business is so stable in the industry, they also recognized the one with a license.

Take for example the IBM Group. They primarily serve as a host for computer technology and other technology that will be invented in the near future. Their business branches are scattered all over the world and domain their name there. There are instances that the IBM not only hires computer experts. They are also open for other business opportunities like the secretarial in the managing department. Unlike any companies, the percentage to hire a person with a small connection to the main probe of the company is minimal.

From the name of the organization International Business Machines Corporation (IBM), and sometimes nicknamed as “Big Blue”, because of its logo, is one of the leading computer company in this time. The company is encouraging many of the top-notched computer school for the future computer expert that can inherit the business’s culture and works.

Other than the computer companies, there is also a most common organization are the medical team. To become a member of the organization of medical experts are not open to all. A person must study medicine first and pass the board exams. After that, he has to gather experience in medical terms before he can be recognizing in the organization. A medical expert is oath to bring recognition in the name of the organization. Unlike the IBM, the medical organization invites all medicine students and they are only few organizations that nurturing a medical school. The organizations that engaged in this kind of babysitting are offering limited scholarships so that in return, the student will be the additional of the company.

Conclusion

In connection to the organizational development and management change of the business with the relation of the job specification is done with simply, applying the thoughts that a personnel learned with accordance to his job. In making decisions for the betterment of the business, the one who handles the task should be entirely aware of what was the business is going to. And decisions must be based on something that goes on with reality.

The decisions often changes, and are initiated at a very senior level in the organization without input from others. For example, mergers, layoffs, and company acquisitions rarely involve input from employees at any level but the most senior. Executives who use a robust style of downloading or announcing the decision include the following points in their message: a) how the decision was made b) why it was made c) what alternatives were considered d) how it fits in with the organizational mission e) how it impacts the organization f) how it impacts employees.

Executives who use this more robust approach to communicating double the rate of acceptance when compared to more impoverished methods.The development of your organization and, particularly, how you manage change impacts the success of your business. Organization development activities intervene in the interactions of your people systems such as formal and informal groups, work culture and climate, and organization design to increase their effectiveness using a variety of applied behavioral sciences.

References:

IBM Company [Online] Available at: www.IBM.com [Accessed 24 July 24, 2009].

Clampitt,P. & Williams, M. (2007) Decision Downloading, MIT Sloan Management

Heathfield, S. (n.d.) Change Management, Organization Development, Culture [Online] Available at: http://humanresources.about.com/ [Accessed 24 July 2009]