Week 5 Journal
Instructions
Week 5 Journal
Don't use plagiarized sources. Get Your Custom Essay on
Can someone do my Week 5 Journal & Assignment in Organizational Development?
Just from $13/Page
[WLOs: 3, 4] [CLO: 4]
Before beginning this assignment, look back at your previous Weeks 1 and 2 Journal submissions. Consider what you did and did not know about OD during your Week 1 Journal assignment. Then, review Week 2 and consider the new knowledge gained during that week.
As you prepare the final journal entry, ponder the following thoughts:
The journal entry must be a minimum of two full pages of content, and you must connect at least one OD concept or action to your reasoning.
Week 5 Assignment Instructions
Creating an Organizational Development Proposal
[WLO: 3] [CLOs: 1, 2, 3, 4, 5]
Prior to beginning work on this final assignment, read Chapter 10 in the course textbook, and review Chapters 3 through 9 if you need to (it is recommended). Additionally, read
Finally! Global OD Competencies
and
Dialogic OD (Links to an external site.)
.
The Action Research Case Study assignment in Week 3 had you select a case study, identify the change challenge of the case, and design an action research process for the change process. During Week 4, the Intervention Selection and Application assignment had you select an intervention method that best suited the change challenge within the organization. You are now ready to complete the final paper based on the case study selected in the Action Research Case Study assignment from the
Week 3 – Assignment
. Be sure to incorporate all instructor feedback from prior weeks’ assignments in your final paper.
Consider that you have been hired as a consultant to help the organization with the change challenge. In your paper, you will introduce the overall purpose of the project as related to organizational development and change challenges.
Section 1
For Section 1 of your paper, you will
- Summarize the Action Research Case Study assignment in Week 3.
- Justify why it is a problem and the type of problem.
Example: is it turnover, diversity, ethical, job satisfaction, downsizing, restructure, or other?
- Define the selected action research process based on the Week 3 Action Research Case Study assignment paper.
- Identify the intervention type selected in the Week 4 Intervention Selection and Application assignment.
- Describe the intervention process.
Section 2
For Section 2 of your paper, you will
- Describe the role of the consultant during the intervention.
- Categorize the competencies and ethical behaviors needed for the intervention.
- Define the recommended research methods that will be utilized during the intervention.
- Describe recommended data collection and evaluation methods during the intervention.
- Define a timeline for the intervention process.
- Identify anticipated resistance to the change and the process for reconciliation.
Section 3
For Section 3 of your paper, you will
- Hypothesize the projected outcomes for the OD change project.
- Validate your reasoning for the projected outcome.
Conclusion
Conclude your paper with a comprehensive summation of the project.
The Creating an Organizational Development Proposal final paper
- Must be eight to 10 double-spaced pages in length (not including title and references pages) and formatted according to APA Style (Links to an external site.) as outlined in the Writing Center’s APA Formatting for Microsoft Word (Links to an external site.).
- Must include a separate title page with the following:
Title of paper
Student’s name
Ashford University
Course name and number
Instructor’s name
Date submitted
- Must utilize academic voice. See the Academic Voice (Links to an external site.) resource for additional guidance.
- Must include an introduction and conclusion paragraph. Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.
For assistance on writing Introductions & Conclusions (Links to an external site.) as well as Writing a Thesis Statement (Links to an external site.), refer to the Writing Center resources.
You may want to review the Writing a Summary (Links to an external site.) webpage from the Ashford Writing Center for assistance in summarizing the Week 3 assignment change problem case study.
- Must use at least six scholarly, peer-reviewed, or credible sources in addition to the course text.
The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
To assist you in completing the research required for this assignment, view this Ashford University Library Quick ‘n’ Dirty (Links to an external site.) tutorial, which introduces the Ashford University Library and the research process, and provides some library search tips.
- Must document any information used from sources in APA Style as outlined in the Writing Center’s APA: Citing Within Your Paper (Links to an external site.).
- Must include a separate references page that is formatted according to APA Style as outlined in the Writing Center. See the APA: Formatting Your References List (Links to an external site.) resource in the Writing Center for specifications.
7
Organizational Development
Joyce Crow
Ashford University
Organizational Development BUS370
Shiquita Blue
01/25/2021
Organizational Development
Introduction
OD consultants refer to people engaged in providing business with guidance and advice towards running a successful business. They improve efficiency and increases the profitability of the company. The passage below seeks to evaluate the process of determining if an organizational condition would require OD, further explaining the OD process and giving a solution to an organizational problem that does not require OD.
Explain the process for evaluating an organizational condition to determine if the action required is OD related
Diagnosing the problem
The initial process of assessing an administrative condition to assess if or not OD action is needed is to understand the cause of the problem. Here the root cause of the problem is defined, and an analysis to determine the various theories related to the condition (Anderson, 2019). If the root cause of the problem is something that needs to be solved by the assistance of the OD consultant, then it is recommended for OD
Assessment of the situation
To determine if the needed solution would involve an OD, there is a need to investigate the problem to determine all conditions thoroughly. Various tools like the employee records, requirements for hiring, and customer reviews may be looked into to provide a clear picture of the situation. It helps when determining the kind of action to solve the problem as it gives a bigger picture of what the case is and what needs to be done to remedy the condition.
Planning
The stage comes exactly after defining and assessing the problem since it tries to give solutions that may best suit the issues analyzed. An action plan is developed to provide possible solutions to remedy this situation’s condition. The interventions might include carrying out workshops and seminars, and other teamwork activities to bring a solution. Consequently, goals can be set, give more clear direction when deciding the type of remedy is needed like the OD consultancy.
Intervention
After analyzing the problem, the final stage determining if an organizational condition needs an OD is the intervention stage. At this stage, the suggested solutions in the learning stage need to be placed into use. The best solution to the problem is decided, and the best strategy like the OD consultancy is arrived at in helping solve the condition. If the situation requires an OD intervention strategy, an OD must solve the organizational problem.
Define the specific criteria for determining the core of the problem and the potential solution
Defining problem
The first step of the problem is identifying the particular problem facts and opinions. It can be done using charts and diagrams to show where the specific problem lies. The process of defining the trial can begin by reviewing the organization to determine its root (Okes, 2019). It can start by checking the working of the processes, i.e., confirming who does what, how they carry out their activities, the specific tools they use, and the time frame they need to carry out those activities. Consequently, there is a need to determine the impacts of a change in policies or new tools’ arrival.
Coming up with solutions
Here several alternative solutions are discussed to find the most appropriate for the underlying problem. Consideration of several solutions helps get the most effective solution to solve the issue (Archterbergh & Vriens, 2019). Once alternative solutions have been suggested, they are evaluated to come up with the most useful. The answers are brainstormed and weighed before finally considering the best alternative solution.
Selection of alternatives
Several categories consider when arriving at the best solution to a problem. They include; taking up an alternative that will not cause another problem, checking for the most efficient solution that would readily be accepted. Besides, the choice should not be costly for the organization, or its implementation is complicated. The organization will seek change when the criteria are written correctly.
Implementation and assessment
After selection, the alternative is then placed into use, with leaders being called upon to ensure the latter’s solution is implemented. During the implementation, the organization can develop a strategy to measure and monitor the alternative’s success. Further ensuring all its solutions are implemented to the core. Therefore, alternative implementation can be assessed to determine the percentage of its success in solving the problem.
Preparation of an appropriate response to the organization
Why the problem is not OD
For any organizational problem to require solving through an OD consultant, it must meet some criteria that this organization problem did not meet. Some of the common issues that might require an OD practitioner would be; a situation where the organization has lost a sense of direction. Also, when the company is experiencing a hard time making the different employees work as a unit. Another situation would be when an organization fails to influence its employees to develop specific vital competencies and behaviors equally. There is abysmal communication among people within the same organization, hence low information feedback. Even the cases of lack of awareness within an organization may require an OD practitioner. Therefore the problem presented for OD consultancy is not worth to be solved by OD but require other measures.
Why are you not the right person for the job?
Every problem requires someone to have specific skills that can enable them to solve some given problem arising. The issue at stake would best be solved by a person that got these skills. (Excellent communication skills). It is a skill set that is highly required to solve this problem as it allows one to convince and show people the right direction. Similarly, it requires a high level of competency and experience in solving the issue. The problem solved is of high magnitude and needs someone with vas experience in dealing with such cases plus a high level of competence. I am not suitable for this work because even though I can speak fluently am not that much of a good orator. Also, my level of experience does not allow me to solve such magnitudes that require a lot of keenness and much-needed experience.
An option that may remedy the problem.
The problem would require every employee to finish their work in time and in the most efficient way possible. It would require convincing people to work in their best interest to arrive at this. They are similarly encouraging more motivation within the organization to motivate people to achieve. Many are encouraged to work hard to get inspired time and again with encouragement. Thus helping solve the problem as people can now work fast and efficiently.
Conclusion
The passage has vividly described the OD process, also determining if a problem might require OD. Furthermore, it talks about a situation that might not need an OD process and gives a solution to remedy the condition.
References
Achterbergh, J., & Vriens, D. (2019). Organizational development: Designing episodic interventions. Routledge.
Anderson, D. L. (2019). Organization development: The process of leading organizational change. Sage Publications.
Okes, D. (2019). Root cause analysis: The core of problem-solving and corrective action. Quality Press.
1
Journal Entry
Joyce Crow
Ashford University
Organizational Development BUS370
Shiquita Blue
01/25/2021
Journal entry
Interpersonal skills
Adept with good communication skills that allow for ease in engaging with clients. Besides, it can tackle challenging situations that the client may be afraid to engage in, thus moving the organization to a whole new level. Also, the ability to intricate a sense of humor makes OD’s process less stressful as people laugh during the process.
Technical skills
Some of the technical skills that I am vast with are the ability to do research, understand the business’s functionality and purposes, and know organizational behaviors.
Consulting skills
Have the ability to analyze, planning and implementing. Can also assess and evaluate the outcomes of the plans.
Roles and styles
The role used for consulting purposes is the block consultant’s expert role. Here the expert usually advises the clients on what to do, especially if they have no time to deal with the issue at stake. The consultant can give the clients an idea of what to do or even provide them with authority to implement the suggested strategy. Consequently, al employs the use of the catalytic style of solving the problem that arises and requires an OD consultant. Here it involves the generation of data that is related to the problem. Hence from the data gathered, a solution is formulated to solve the client’s issue.
To be a confident practitioner.
To become a confident practitioner, one must gain interpersonal, technical, and consulting skills. To be convinced, al needs to earn a few interpersonal skills like being a risk-taker, acquire the ability to manage conflicts, and be one who can tolerate varied situations. Similarly, develop some technical skills in various fields like engineering, management of different projects, and manufacturing industries. Alternatively, one needs consulting skills to be very confident. They include the ability to analyze, plan and implement.
2
City Center Hospital Case Study
Student’s Name
Ashford University
Course
Instructor’s Name
Date
City Center Hospital Case Study
Introduction
Organizational development (OD) interventions can be described as structured programs that have been created to assist organizations in solving problems that hinder them from achieving their goals. The interventional activities are formulated to help improve the functioning of an organization and to ensure the leaders have better management of their teams and the organizational culture (You, Kim & Lim, 2021). The OD interventions are created to help in addressing issues that an organization faces ranging from performance, knowledge, process, will, career development, attrition, technology, or talent retention among many others. There are different types of interventions that can be considered for different organizations. There are individual interventions that target specific individuals in key positions that are important for organizational success. Furthermore, there are group interventions that mainly target departments in the organization that is affected by a problem. The final type is an organizational intervention that relates to the overall policy and strategy of an organization. It is important for an organization to identify the specific type of OD intervention that suits their needs and implement different strategies to eliminate issues in their efficiency in an effective manner. The paper addresses the case study of City Center Hospital and provides the organizational development interventions required to improve performance in the facility.
Case
The organization under consideration is City Center hospital that is located in a mid-sized urban area of Kansas. The main concern expressed by the management team consisting of the chief executive officer, the human resource manager and the director of nursing is poor team morale among the members of the nursing department. This has affected the quality of care and the efficiency in the delivery of services in the organization despite the efforts by the management to make the organization more profitable and patient-centered. The organization has a few members of staff working on a full-time basis. However, a majority of the nursing staff are outsourced and hired as conditional permanent staff. The physicians are hired as independent contractors for a period of one year before their contracts are renewed. One of the other issues of concern to the management is the loss of physicians to other organizations due to poor leadership skills displayed by the unit managers. The other concern is the high levels of stress among the nurses and the poor relationship between members of the nursing teams and physicians.
Interventions
Human Process Interventions
There are several aspects that can be addressed in a one-day workshop with visible changes over the next 12 months. The first intervention involves activities that are related to human processes in the organization. There are several activities that can be carried out in this area. In the one day workshop, the hospital staff can be subjected to minor team building activities. This is crucial for enhancing interprofessional collaboration between the nurses and physicians (Lacerenza et al., 2018). The main aim of the process should be to ensure that nurses and doctors learn of their need to cooperate in enhancing patient care. Nurses and physicians should be educated on the need to play their roles and supporting each other in ensuring patient outcomes improve in the facility. Another intervention would be to carry out a minor job analysis for all employees. This is to enable the employees to know their strengths and weaknesses in their area of work. The main goal is to ensure the nurses and physicians can capitalize on their strengths while working on improving their weaknesses. The end result will be an improvement in the leadership skills and cohesion of patient management teams.
Strategic Interventions
Strategic interventions can be defined as the activities that are undertaken to improve the policies and strategies of the organizations. Currently, the organization has a policy of hiring nurses on conditional permanent contracts while the doctors are hired as independent contractors on yearly contracts. This may be one of the contributing factors to the poor morale of the nurses and the lack of leadership skills in various departments. This is because of the lack of job security for the employees based on the terms of hiring implemented by the organization. In the one-day workshop, the organization should make plans with its employees and consider the option of offering permanent and pensionable contracts to the employees. It will help in ensuring the organization can develop its own pool of talent as well as ensuring the leaders develop the rights skills to lead their teams. Furthermore, it may be crucial in ensuring the employees are committed to the improvement of the organization and achievement of its goals.
Human Resource Interventions
Human resource interventions can be described as the activities aimed at improving the workforce of an organization. There are several strategies that can be used for the improvement of human resources. One of the interventions that can be used is implementing rewards and recognition. In the one-day workshop, the best performing employees can be rewarded by the organizations. There are different types of rewards that can be used such as office parks, money, trips, and awards. The employees can also be recognized through performance certificates. This may help in the improvement of morale among the nurses and also improve performance for future rewards (Langove & Isha, 2017). Furthermore, it may be crucial to outline career development plans for the members of staff. This can be defined as the process by which people align their long-term learning with their personal needs for career development opportunities. This may be crucial in improving morale and cooperation among the members of staff in the delivery of care. The end result is an improvement in patient care, outcomes, and levels of satisfaction, and this will guarantee an improvement in profit levels.
Technostructural Interventions
Technostructural interventions can be defined as the activities aimed at improving technology in the organization. The workshop can be used as a session for educating the members of staff on available hospital technology that assists in interprofessional collaboration. The hospital has numerous tools that assist the communication between nurses and physicians. This workshop can be crucial in ensuring the nurses and physicians know how to use the tools effectively for the improvement of patient care (World Health Organization, 2019). The workshop can also be used by the organization to make a commitment to its staff on the continual improvement of technology. This can help in boosting the morale of nurses and doctors leading to an improvement in cooperation among them as well as in the quality of care delivered to patients.
Conclusion
Overall, OD interventions are the structured programs that have been created to assist organizations in solving problems that hinder them from achieving their goals. The organization is a city hospital that is faced with issues of poor leadership skills among its managers leading to the loss of talented physicians to other organizations. There is also a low level of morale among the members of nursing teams. There are several OD interventions that can be used in managing the situation. Human process activities such as job analysis and team building can help in improving morale and cooperation. Strategic policies such as change of hiring culture as well as the technological improvements may also be vital in improving the morale of the workforce.
References
Lacerenza, C. N., Marlow, S. L., Tannenbaum, S. I., & Salas, E. (2018). Team development interventions: Evidence-based approaches for improving teamwork. American Psychologist, 73(4), 517.
Langove, N., & Isha, A. S. N. (2017). Impact of Rewards and Recognition on Malaysian IT Executives Well-being and Turnover Intention: A Conceptual Framework. Global Business & Management Research, 9.
World Health Organization. (2019). WHO guideline: recommendations on digital interventions for health system strengthening. World Health Organization.
You, J., Kim, J., & Lim, D. H. (2021). Organizational learning and change: Strategic interventions to deal with resistance. In Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work (pp. 723-741). IGI Global.
