Sustainable Organizational Development

Introduction

Having the competing edge is one of the desirable characteristics of organizations nowadays. To gain the competitiveness in the industry, organizations are looking in the strategic action that can cover the practices, standards, and organizational culture. Therefore, organizational development is created to promote the changes and improvement within the organization and among its people.

Background and Problem Statement

The key propellers of an organization are the people who work together in achieving the success. But behind this organizational philosophy, the organization still needs development to meet the long-term goal. The aim for organizational development is to keep the spirit of teamwork through communication and appropriate deployment of tasks. People within the organization must work together as a team and this idea proves that the communication is an important element inside the organization. And people are also part of the development of an organization for continuing processing of goals and in return, benefited from the positive results. However, many companies do not do well in a long run in this competitive world because there is a fear among the managers to implement new changes that are necessary for the organization. Worse, those who try to bring about a change in the organization rarely get a support from their colleagues. How will the organizational development be sustained?

Research Aim and Objectives

The main aim of the study is measure the effectiveness of organizational development within an organization. In order to provide the necessary ideas regarding this aim, there are three objectives that should be considered. First is to determine the targets, goals, and perspective of organizational change. Second is to recognize the influential factors of the successful organizational development of other organizations. And third is to identify the right approach in technology and the system that should be applied in the organization.

Literature Review

The cultural perspectives of an organization are considered as an influence in making developments. It is because, different company has their own values and beliefs in which the employees adopt these organization cultures will reflect on their work-related values (Lau and Ngo, 2001). The cultural aspect of an organization affects the operation and managerial practices, whether domestic or abroad domains. And the idea of development may change the culture that will definitely result into two possible effects, the positive and negative impacts, which both needs adjustments once organizational development is implemented. Another influence for organizational development is the firm’s reaction on the fears and passion about the views in the changing world (Emery, 2005). By this factor, the human resource system and planning must recognize the development in their own department and focus their attention between the work and the workforce (Lau and Ngo, 2001). With this focus, the human resource managers and staffs will contribute to help the employees develop their skills and become productive.

Development is expected to bring out the organization’s strengths and weaknesses. One important thing that plays a role inside the organization are the communication and cooperation to improve the interaction and meetings, jointly problem-solving, decision makings, and working with conflicts (Schmuck, 1995). The main target of organizational development is to improve the knowledge as well as the managerial styles of the leaders. The development can make the leaders push their capacity and organizational understanding through the applied coaching and mentoring techniques which involves their essential skills (Anna, et. al., 2001). Development is also considered as an investment. The power of investment in developing an organization is assessed through time, effort, knowledge, and skills (Day, et al., 2001). The effectiveness of the organizational can be seen through the employee satisfaction and product development, such as product enhancing and product innovation. The said benefits will surely reflect on the net profit of the organizational or overall performance within the industry. Another positive result of organizational development is also in the part of the management (Goodier and Eisenberg, 2006). Through their respective knowledge on work, values, and learning differences will be their strong foundation in aiming for the organizational goals.

Methodology

The method applied in the study is the use of comparative case studies which focuses in the issues of organizational development. Since development has drawn a great impact in most of the organizations, it is practical to look for the organizations who successfully or failed to implement the development in their organization. In addition, the additional features such as the adoption of technologies, technical support, training and information based developed can be also emphasized. All of the ideas are organized according to the objectives of the study.

References:

Anna, A., et al., (2001) Executive Coaching by Proxy in a Large Organization: A Leadership Development Tool. Journal of Leadership Studies, 8(1), p.61.

Day, J., et al., (2001) The Innovative Organization. The McKinsey Quarterly, p.21.

Emery, M., (2005) Brinckerhoff, Peter C. Nonprofit Stewardship: A Better Way to Lead Your Mission-Based Organization, Journal of the Community Development Society, 36(2), p.103.

Goodier, B., & Eisenberg, E., (2006) Seeking the Spirit: Communication and the (Re) development of a “Spiritual” Organization, Communication Studies, 57(1), p. 47,

Lau, C., & Ngo, H., (2001) Organization Development and Firm Performance: A Comparison of Multinational and Local Firms, Journal of International Business Studies, 32 (1), p. 95,

Schmuck, R., (1995) Process Consultation and Organization Development Today, Journal of Educational and Psychological Consultation, 6(3), pp. 207-210.