HR422 Research Paper for Professor Karl
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ORGANIZATIONAl Development RESEARCH
(Organization Name here)
A course paper presented to the School for Arts and Sciences and Distance Learning
in partial fulfillment of the requirements for the degree of
Baccalaureate
Organizational Development and Change
Month, Year
This paper or presentation is my own work. Any assistance I received in its preparation is acknowledged within the paper or presentation, in accordance with Park University academic honesty policies. If I used data, ideas, words, diagrams, pictures, or other information from any source, I have cited the sources fully and completely in a citation within the paper and also listed on the reference page. This includes sources which I have quoted or that I have paraphrased. Furthermore, I certify that this paper or presentation was prepared by me specifically for this class and has not been submitted, in whole or in part, to any other class in this University or elsewhere, or used for any purpose other than satisfying the requirements of this class, except that I am allowed to submit the paper or presentation to a professional publication, peer reviewed journal, or professional conference. This is not a draft, and is submitted for grading to satisfy in part the requirements for this course and the program(s) in which I am enrolled. In typing my name following the word 'Signature', I intend that this certification will have the same authority and authenticity as a document executed with my hand-written signature. Type Signature: Your Name Here (Student Name)
TABLE OF CONTENTS
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INTRODUCTION X
BODY X
Anticipating the Need to Change, Problem and Area for Improvement X
Impact of Organization’s Culture X
Client and Practitioner Considerations X
Diagnostic Process and Data Collection X
Overcoming Resistance to Change X
Institutionalization Action Plan and Timeline X
Action Plans, Strategies, and Techniques X
Specific Intervention Analysis X
CONCLUSION X
REFERENCES X
(REPLACE X’S WITH ACTUAL PAGE NUMBERS)
Note: Keep in mind that in this research you are developing a managed change process that will ultimately recommend an Organization Development (OD) intervention. The managed change process is your perception and does not have to be implemented. Essentially, you are developing an OD plan through your research. Very good ideas are never implemented because a managed changed process is not considered. Your research will allow you to develop a managed change process and is reflective of your readings in An Experiential Approach to Organization Development, our text.
INTRODUCTION
Have a general introduction that identifies the organization; for example…
Park University is traditionally an “institution of higher learning committed to the pursuit of knowledge, to intellectual and social development and to work and serve within a non-sectarian Christian setting” (Park 1, 2000, p. 11). In recent years Park has become an innovated leader in delivering distance education. “Park University has provided benchmark educational programs to military and other extended learning students for more than 25 years. These extended learning programs, offered at sites nationwide, became the foundation for the enhanced and multifaceted distance learning system. Since 1996 distance learning formats have been used to meet the unique needs of students nationwide.” (Park 2, 2000, p. 2) The leadership assignment I have assumed is to ensure that traditional instructors understanding the benefits of online teaching and integrate some aspects of online teaching in their traditional classroom teaching strategy……
BODY
Transition Paragraph
There will be a series activities that are required in order to develop a clearer understanding of organizational development and change: (a) anticipated the need to change - problem and area for improvement (b) impact of the organization’s culture, (c) client and practitioner’s considerations, (d) diagnostic process and data collection, (e) overcoming resistance to change, (f) institutionalization action plan and timelines, (g) action plans, strategies, and techniques, and (h) OD intervention analysis.
Anticipating the Need to Change - Problem and Area for Improvement
Thoroughly describe the problem or area for improvement. One can discuss the problem or area for improvement from a manager’s or employee’s perception that the organization is somehow in a state of disequilibrium or needs improvement. Refer to page 15, of An Experiential Approach to Organization Development in developing this sub-topic.
Impact of Organization’s Culture
Describe the organization culture; specifically the characteristics from a (1) member identity, (2) team emphasis, (3) people focus, (4) autonomy, (5) control, and (6) risk tolerance perspective.
What are the implication of the organization’s culture toward resolving the problem, disequilibrium or need for improvement? Refer to Chapter 3, An Experiential Approach to Organization Development, pages 62 - 65 to develop this subtopic.
Also, consider items related to changing culture page 405.
Client and Practitioner Considerations
Who is the client? What are the client expectations and obligations?
Would you recommend an internal, external, internal & external team practitioner? Why?
If you select an internal practitioner, provide a brief resume (no names please, just person’s title).
If you select an external practitioner, do some internet research and provide some suggested practitioners or consultant companies that could provided services required.
If you select an internal & external team; provide a brief resume of the internal team members and a suggested external consultant company.
What style(s) of practitioner would be best? Why was the style selected and what will it bring to the intervention process? What formalization would you insist on? Refer to chapter 4, An Experiential Approach to Organization Development to develop this subtopic.
Diagnostic Process and Data Collection
What diagnostic model is appropriate for the organization problem, disequilibrium or need for improvement? Thoroughly describe why this model is appropriate for the problem or area of improvement and the other model are not.
What are some data collection processes or instruments that could be used to gather information on the problem? Refer to chapter 5, pages 123 - 130 of An Experiential Approach to Organization Development to further develop this subtopic.
Overcoming Resistance to Change
Describe the potential life cycle of resistance to change that may be faced by your organization. Refer to chapter 6, page 145.
While considering the organization’s problem, disequilibrium or need for improvement what are some restraining forces blocking implementation of change?
What are some strategies to lessen resistance? Refer to chapter 6, pages 153 - 158 of An Experiential Approach to Organization Development to further develop this subtopic.
Institutionalization Action Plan & Timeline
Note events that will be used to complete, monitor, and stabilize the change in three stages; initial, transitional, and institutionalization for the organization you are researching. Note the table is an example and should be changed to reflect the three stages, events and timeline for the organization that you are researching.
Institutionalization Timelines Matrix
Plan Matrix For Development or Change |
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Initial Stage *study current state *ask questions *market the idea *develop “buy-in” *ask for hybrid adjunct faculty member volunteers *train hybrid volunteers *design and implement hybrid internet based learning community
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Transition Stage * begin teaching pilot hybrid courses *assess the success of hybrid courses *provide leadership to internet based learning community *new procedures introduced
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Institutionalization Stage *revise reward and compensation systems *promote/advance those who support and teach hybrid course *develop hybrid teaching manual *goal achieved |
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Continuous re-evaluation, two-way communication, feedback, recognition and reward |
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Nov |
Dec |
Jan |
Feb |
Mar |
Apr |
May |
Jun |
Jul |
Aug |
Action Plans, Strategies, and Techniques
Explain the broad aspects of the intervention as relates the three basic strategies categories: (1) technical, (2) behavioral, and (3) structural.
What level of the organization will the intervention be directed?
What OD intervention(s) type could potentially solve the organization problem, disequilibrium, or need for improvement?
Specific Intervention Analysis
In this sub-topic, be very clear and specific on the type on the exact type of intervention (note page 184). Relate how the specific intervention will impact the problem or area of improvement previously describe. Relate the intervention to the diagnostic model, data collection effort, type and style of practitioner previously discussed. Why would the selected intervention be the most effective? How would it be implemented? Again, note the overview of potential OD interventions on page 184, An Experiential Approach to Organization Development.
Additionally, consider process intervention, employee empowerment, interpersonal interventions, team development interventions, inter-group development interventions and goal setting as outlined in chapters 8, 9, 10, 11, and 12 in developing this sub-topic.
CONCLUSION
Summarize your research….
REFERENCES
(ENSURE AT LEAST SIX REFERENCES ARE USED, OF WHICH THREE ARE TO BE PERSONAL INTERVIEW OR CONTACT REFERENCES; FOR EXAMPLE, QUOTES FROM PEOPLE THAT WORK AT THE ORGANIZATION. ALL REFERENCES LISTED ON THE REFERENCE PAGE NEED TO BE CITED SOMEWHERE IN THE INTRODUCTION, BODY OR CONCLUSION OF THE PAPER; WHAT FOLLOWS ARE SOME REFERENCE EXAMPLES)
Example of a personal interview or comment reference:
Wixxel, J. E. (2001, August 15) Union Steward Local 123, personal communication.
Example of a journal reference:
Bruffee, K. A. (1994). Making the most of knowledgeable peers. Change, 26(n3), 43.
Example of a text references:
Conner, P. E., & Lake, L. K. (1996). Managing organizational change (2nd ed.).
Westport, CT: Praeger Publishers.
Cummings, T. G., & Worley, C. G. (2001). Organization development & change (7th. ed.). Cincinnati, OH: South-Western College Publishing.
Palloff, R. M., & Pratt, K. (1999). Building learning communities in cyberspace.
San Francisco, CA: Jossey-Bass Publishers.
Wenger, E. (1999). Communities of practice. Cambridge, UK: Cambridge University Press.
Example of a newspaper reference:
Garreau, J. (2001, September 12) Shaken global village on the internet. The Washington Post. p. C5.
Examples of an internet reference:
Kotwica, K. (1998). CIO magazine survey: virtual world communities [Online]. Retrieved September 20, 2001 from the World Wide Web: http://www.cio.com/behavior/edit/survey4.html
Learning Mastery. (2001). Gallery walk: an introduction to the collaborative learning network [Online]. Retrieved September 15, 2001 from the World Wide Web: http://www.learnmaster.com/index2.html .
Palloff, R. M., & Pratt, K. (1999). Building learning communities in cyberspace.
San Francisco, CA: Jossey-Bass Publishers.
Wenger, E. (1999). Communities of practice. Cambridge, UK: Cambridge University.
Research Paper Checklist
( ) Yes, I downloaded and used the template under the “Document Sharing” tab in the online class
( ) Yes, I included a cover page, per the template
( ) Yes, I included a table of contents with correct page numbers, per the template
( ) Yes, my paper is at least 10 pages, NOT counting the cover, table of contents, and reference pages
( ) Yes, I used 12 pitch font, double spaced, but did not double-double space between paragraphs
( ) Yes, I labeled all the topics and subtopics (put the topic and subtopic name at the beginning of the paragraph as outlined in the template).
( ) Yes, I used the exact topics and subtopics and ordered them exactly as listed in the table of contents.
( ) Yes, I included a reference page with at least six (6) references of which three (3) are different personal reference from members of the organization researched; for examples, quotes from people who are members of the organization.
( ) Yes, for every reference listed on the reference page, I have a matching citation in the introduction, body, or conclusion of my paper
( ) Yes, for every citation in the introduction, body, or conclusion of my paper, I have a matching reference in the reference page
( ) Yes, my pages are numbered
( ) Yes, I did not use any contractions (i.e. don’t)
( ) Yes, I documented my references in APA format and as outlined in the template on the reference page and as citations in the introduction, body and conclusion of the paper
( ) Yes, I included all the topics (introduction, body, conclusion and reference)
( ) Yes, I included all subtopics: (a) anticipated the need to change, problem and area for improvement (b) impact of the organization's culture, (c) client and practitioner considerations, (d) diagnostic process and data collection, (e) overcoming resistance to change, (f) institutionalization action plan and timelines, (g) action plans, strategies, and techniques, and (h) specific intervention analysis.
( ) Yes, I discussed where appropriate a clear problem statement, practitioner style(s), diagnosis model and data gathering method, practitioner/consultant type and ethical issues they may face, and very specific information about the type of intervention; for example, an interpersonal intervention in the behavioral category; specifically…career development and explained its use in detail. In my conclusion, I discussed the viability of actually implementing the intervention in my researched organization and reiterated the intervention type that will be used.
( ) Yes, I read the syllabus and rubric as relates to grading criteria for the research paper
( ) Yes, I drop-boxed the research paper not later than Sunday of Week 7.
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