LDR 615 Discussion: The role of organizational development in contemporary organizations.
How does organizational development help organizations prepare for or implement change? Provide an example from your organization.
5 Ways to Lead:
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Hello Class,
Please watch the video “5 Ways to Lead in an Era of Constant Change” by clicking on the link below.
What are your thoughts on Jim Hemmerling’s imperatives for transforming a company’s reorganization into a transformational, positive experience?
Dr. E
Replies
Dr. E,
My interpretation of the video is that change must be inclusive. The audience must “buy” into the process. The staff, members, stakeholders must believe in the change for the “transformation” to be positive.
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Organizational Development
The concept of organizational development can be approached from various angles, but the prevailing definition characterizes it as a process designed to ready organizations for change. Its primary aim is to induce a transformation in the beliefs, values, and attitudes within an organization, allowing it to keep pace with the rapid evolution of technologies and the business environment (Caruso, 2021). Organizational development serves as a catalyst for change by facilitating the introduction of new products or services, the adoption of emerging technologies, and the revitalization of the organization’s culture (Ionescu & Bolcas, 2018). It empowers organizations with the internal capabilities required to respond effectively to environmental changes, positioning people at the heart of the change process (Ionescu & Bolcas, 2018). Often regarded as a long-term endeavor, organizational development is orchestrated by leadership and emphasizes learning and problem-solving, involving all members of the organization (Ionescu & Bolcas, 2018). It can also be perceived as a deliberate strategy to shift the organizational culture (Ionescu & Bolcas, 2018).
In my own organization, it appears that we do not consistently adhere to these principles. Frequently, upper management introduces new processes without providing adequate context or explanation for the underlying rationale. Managers are typically tasked with implementing these changes without receiving comprehensive feedback on how the alterations will impact the company. This situation prompted my decision to pursue a master’s degree in leadership. I believe that such an education will equip me with the knowledge and skills needed to effectively drive change within the organization, emphasizing the importance of a more structured and communicative approach to change management.
References
Caruso, S. J. (2021, September 21). Organizational development: Definition, uses and techniques. HR Development Info. Retrieved October 9, 2021, from https://hrdevelopmentinfo.com/organizational-development-definition-uses-and-techniques/
Ionescu, V.-C., & Bolcas, C. (2018). Organizational Development through Change. Manager, (28), 47–55. https://doi.org/https://www.proquest.com/docview/2213785765/fulltextPDF/A4A4F27B254E4A0BPQ/2?accountid=7374
Replies
My interpretation of the video is that when an organization puts the people first, all the other elements (such as financial benefits) will
fall into place. Furthermore, inclusive leadership lays the foundation for a positive, engaging, and team effort to implement change within an organization successfully. The video intrigued my curiosity, which led to further research regarding inclusive leadership and includes the following six traits:
- Visible commitment
- Humility
- Awareness of bias
- Curiosity about others
- Cultural intelligence
- Effective collaboration
“Leaders who consciously practice inclusive leadership and actively develop their capability will see the results in the superior performance of their diverse teams” (Bourke et al., 2019, pg. 5).
References
Bourke, J. & Espedido, A. (2019, March 29). Why inclusive leaders are good for organizations, and how to become one. Harvard Business Review (pg. 2-5). https://vrandolphbrown.com/assets/hbr-article_why-inclusive-leaders-are-good-for-organizations%2C-and-how-to-become-one-(march-2019).pdf
Replies
Dr. E
The speaker shared important principles and vital elements related to organizational change. As he mentioned, organizations constantly have to adapt due to the different environmental forces that drive Organizational Development (Hartzell, 2021). In the student personal experience with the current organization, the resistance to change is an element that a sector of the stakeholders is showing, the leadership response has not been effective, and it has the superficial approach, which results in them going back to old ways to operate as soon as the crisis is “over” (Hemerling, 2016). The speaker describes the five principles that aim to put people first (Hemerling, 2016). By enabling and empowering people to succeed, the transformation experience becomes a positive event (Hemerling, 2016). In conclusion, as the speaker describes, if the transformational process is implemented in the right way by putting people first, it will be a positive and productive process that would benefit the whole organization (Hemerling, 2016).
Dr. E,
Thank you so much for sharing this TED talk! He discussed self-transformation being positive and empowering and compared that with the always evolving organizational change which creates reluctance amongst individuals. He states that change is hard especially when imposed upon and frequently done in quickly, in “crisis” mode. Changes made during crisis are often not sustainable. He states to have a positive change experience people need to be put first. There are 5 must haves in order to be an organization that puts people first which include, inspire the team, be fully engaged in the change, provide the necessary tools, continuous learning culture, and an inclusive leadership team with a strong vision (TED Conferences, 2016). I think there were quite a few valuable points made during Jim Hemerling’s discussion specifically on putting people first. I think putting people first is such a critical component to many of the aspects of the organizational development. Putting people first helps with the individual’s performance and therefore drive results.
Reference
TED Conferences. (2016). Jim Hemerling: 5 ways to lead in an era of constant change. https://www.ted.com/talks/jim_hemerling_5_ways_to_lead_in_an_era_of_constant_change?utm_campaign=tedspread&utm_medium=referral&utm_source=tedcomshare
Dear Dr. E,
In my current organization, there has been a concerted effort to prioritize transformation. We’ve devised transformation plans for both our organization as a whole and for our participation in the Pennsylvania Rural Health Model pilot program. These endeavors have been quite demanding, leaving us feeling drained rather than empowered. However, one silver lining is that the results we aim to achieve are long-term, and this long-term focus has been a central tenet of both transformation plans. Our organization’s plan has specific goals related to our internal structure, while the rural health model plan is centered around community health objectives.
One valuable insight I gained from Mr. Hemerling’s work is the analogy he draws between teaching students merely to pass a test and preparing them for long-term excellence (Hemerling, 2016). The lesson for us, as nursing leaders, is clear: providing our staff with the tools and skills they need is paramount. Young nurses often find themselves in a situation where they lack the necessary support to thrive. The end result is a loss of enthusiasm, reduced engagement, and sometimes even resignation. To address this, we must instill in them a profound sense of purpose, equip them with the skills required for success, and foster a culture of continuous learning (Hemerling, 2016). This approach will help us retain staff, keep them engaged, and empower them to pursue ongoing self-improvement for the benefit of both themselves and the organization.
Organizational development is playing a pivotal role in the contemporary business landscape. It encompasses a goal-oriented process aimed at bringing about changes in an organization’s systems. This process hinges on open communication among stakeholders who are invested in the proposed change. In today’s dynamic healthcare sector, change is imperative to keep up with the latest technologies and research that can enhance our professional conduct and the quality of care we deliver.
Organizational development can be viewed as a deliberate set of techniques or interventions planned to enhance the effectiveness of both the organization and the individuals undergoing the change (Lunen, 2010). These planned-change techniques outline the phases and steps necessary to bring about the desired change, both from an organizational and individual perspective.
Notably, in my organization, I was involved in a proposal and subsequent implementation of changes to the patient education program, which aimed to better cater to the unique needs of the population we serve. The existing program was too generic and failed to address the language barriers faced by many of our patients, who are often non-English speakers. The proposal for change involved meticulous planning, cost assessments, and effective communication with key stakeholders who had the power to influence the decision. Organizational development principles played a crucial role in guiding and overseeing this change process, with the ultimate goal of enhancing the quality of care and optimizing the organization’s resources.
References:
Lunenburg, S. (2010). Organizational Development: Implementing Planned Change. International Journal of Management, Business, and Administration, 13(1), 1-9. Retrieved from http://www.nationalforum.com
Organizational development is a systematic and evidence-based process designed to strengthen organizations’ capacity for change and enhance their overall effectiveness. It relies on scientific findings as inputs and establishes a structured, controlled approach for testing assumptions and ensuring that the outcomes align with the intended intervention. Organizational development aims to create organizational effectiveness, with critical components encompassing financial performance, customer satisfaction, employee engagement, and an increased ability to adapt and renew the organization.
This multifaceted approach involves a sequence of planned, implemented, evaluated, improved, and monitored strategies, and it’s a proactive, system-wide initiative that addresses the entire organizational system, whether that’s the entire organization, one or more locations, or a specific department. Organizational development is driven by ongoing improvement efforts, leveraging diagnostic assessment, goal setting, strategic alignment, process improvement, feedback and performance management, change management, monitoring and evaluation, and a continuous feedback loop.
The benefits of organizational development are manifold, including continuous business improvement, enhanced communication and engagement, talent retention and development, increased innovation and productivity, and ultimately, improved financial performance. This year, my organization has introduced technological changes to establish a central file-sharing system accessible across all our sites, streamlining processes and creating a one-stop repository for after-school programming-related materials. While it promotes uniformity, it also encourages creativity specific to each site, fostering a more connected and cohesive team.
References:
Van Vulpen, E. (n.d.): AIHR: What Is Organizational Development? A Complete Guide
https://www.aihr.com/blog/organizational-development/#Interventions
Explorance (2023 June 14): 5 Key Benefits of Organizational Development
https://explorance.com/blog/key-benefits-organizational-development/#:~:text=The%20OD%20process%20creates%20a,and%20leverages%20it%20for%20renewal.
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