Can someone do my Week 5 Journal & Assignment in Organizational Development?

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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.