Organizational Development - Research Outline

Organizational Development

Author’s Name

Course Title

Professors’ Name

Date

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage

learning.

This book is based on organization development which is a process that is broadly applied in behavioral science practices and knowledge that helps organizations in building their capacity to achieve greater and change effectiveness. This includes employee satisfaction, environmental sustainability and increased financial performances. It also examines assumptions, models, and background of organization development, strategies and other aspects of organization development (OD). I choose this book as it has elaborated the concept of OD to detail as well as its historical evolution in the past 60 years.

Fox, H. L. (2013). The promise of organizational development in nonprofit human services

Organizations. Organization Development Journal, 31(2), 72.

The author advocates for mentally ill, sick children, domestic violence victims, and child abuse and neglect victims. Nonprofit human services organizations which function under an ideology that aims at change for the community, individual, nation, region or world through their missions of advocacy and service. Nonprofit agencies sometimes are caught up in competitive environments as they function with not enough or decreasing resources as well as increasing demand for services. The author feels that organizational development efforts will upgrade internal systems management, build organizations capacity and also develop personnel. This article can be useful because it explores some issues applicable to providing organizational development in these nonprofit agencies which serve as a primer to those thinking of issuing organizational development services.

Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational

effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677.

The belief behind much of this research is that organizational culture is a significant social trait that influences individual, group as well as organizational behavior .it is believed to be shared among organizational levels thus influencing the behaviors and attitudes of employees. Moreover, it a set of assumptions that an organizational or group holds which determines how it thinks, perceives or reacts to different environments.I would use this article since it has explained how organizational development is determined by beliefs, norms or values of an organization.

Lewis, R. (n.d). Strategy and Organizational Development.

Ralph Lewis refers to organizational development as a term that originated from the current thinking in management. This is because organizational development was seen as synonymous which had certain orientation on feelings and people that left room for discussion on "hard" business concerns. Some OD practitioners concentrated much on concerns of a particular individual and assumed that it would make changes in the organization. Moreover, an integrated approach to organizational development should involve senior managers who saw that they were being asked to adopt organizational development and give away their power to OD practitioners who were not corresponding to their perceived ways of looking at the world. I would use this article since it tries to link strategy and organizational development whereby there are some concepts in managerial thinking forming a bridge between strategy and OD.

Moore, M. L., & Ingram, J. (2013). Appreciative leadership and opportunity-centric

Approaches to organization success. Organization Development Journal, 31(2), 48.

In some way, all humans have a need to achieve a sense of importance and useful in their lives. People long for approval, respect and also influencing others. When leaders appreciate others they empower them because have faith in them as well as their untapped ability or potential. This strengths an individual’s belief in his/her ability hence focusing on the organization's effectiveness and efficiency. This article is useful as it is based on leader’s appreciating, seeking to illuminate their employee’s strengths and abilities as well as developing them to the benefit the organization.

Way, A. D., & Marques, J. (2013). Management of gender roles: Marketing the

androgynous leadership style in the classroom and the general workplace. Organization Development Journal, 31(2), 82-94.

This article reviews perceptions on female and male leaders in corporate and educational environments with an aim to improve or enhance awareness of these perceptions as well as balancing them. The androgynous leader is presented in the literature review and verified as an important leadership trend. This trend is further solidified on areas that the participants thought or felt female and men leaders should enhance or improve. As per the data collected, it confirmed that the two genders should adopt characteristics from each other. I need to use this article since it covers on gender representation in organizational development.

Rothwell, W. J., & Sullivan, R. L. (Eds.). (2005). Practicing organization development: A

guide for consultants (Vol. 27). John Wiley & Sons.

The rate of change of human knowledge is doubling every ten years according to experts. There have been changes in organizations everyday as some organizations evolve as others are dissolving. Some undergo takeovers, mergers or buyouts as well as bankruptcy. Moreover for organizations to be able to deal with stiff competition organization face, the top management should take innovative actions by encouraging change efforts. They will achieve this by practicing organizational development. This book is useful in that focuses on planned, educationally and systematically oriented change on an organization.

Wirtenberg, J., Lipsky, D., Abrams, L., Conway, M., & Slepian, J. (2007). The future of

organization development: Enabling sustainable business performance through people. Organization Development Journal, 25(2), P11.

The team of the global committee researched on future of organization development which is compared to a case study on Sony electronics to show how efficient organization development practices add value, can be applied or exercised and enhances a world-class firm or company. The survey conducted shows that leaders from various industries see that by increasing organizational development opportunities will be extremely important for society and future of the business. I can use this article because it emphasizes on leaders exploring organizational development which offers great strengths to their businesses.

References

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage

learning.

Fox, H. L. (2013). The promise of organizational development in nonprofit human services

organizations. Organization Development Journal, 31(2), 72.

Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational

effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677

Lewis, R. Strategy,(n.d)and Organizational Development.

Moore, M. L., & Ingram, J. (2013). Appreciative leadership and opportunity-centric approaches

to organization success. Organization Development Journal, 31(2), 48.

Rothwell, W. J., & Sullivan, R. L. (Eds.). (2005). Practicing organization development: A guide

for consultants (Vol. 27). John Wiley & Sons.

Way, A. D., & Marques, J. (2013). Management of gender roles: Marketing the androgynous

leadership style in the classroom and the general workplace. Organization Development

Journal, 31(2), 82-94.

Wirtenberg, J., Lipsky, D., Abrams, L., Conway, M., & Slepian, J. (2007). The future of

organization development: Enabling sustainable business performance through people. Organization Development Journal, 25(2), P11.