Theme 2: Organizational Development
Organizational Development is a theme that emerged as I reflected on my selected course materials. This section of my portfolio showcases course documents that focus on practices and theories leading to enhanced knowledge, expertise, performance, productivity, relationships, satisfaction, or other desired outcomes in organizations.
As stated by McLean (2005), “The major focus of organization development is on the total system and its interdependent parts. Organization development uses a collaborative approach that involves those affected by the change in the change process” (p. 12). Organizations can benefit from organizational development when creating a mission or vision statement; managing conflict; developing policies and procedures; assessing the work environment; or, building a sustainability plan.
A key characteristic of organizational development is action informed by data collection and assessment of the work environment. In today’s organizations, external forces such as changes in the economy (e.g., limited resources, globalization), the workforce (e.g., increased diversity among employees), technology (e.g., increased use of the Internet), and organizations themselves (e.g., increased knowledge) affect organizational development (Worley & Feyerherm, 2003). Organizations often hire training and development professionals as performance consultants to guide them through the change process.
Theme 2: Organizational Development course materials with narrative statements can be accessed from the 'Coursework' section of the navigation panel or the links below.
Coursework with Reflective Statements:
Performance Consulting (group project) provided me with the opportunity to immediately apply my learning of human resource development and performance improvement research-based practice in an organizational setting. I gained skills to assist organizations in analyzing their behavior, and to design programs that change or improve human performance.
Needs Assessment and Task Analysis Consulting (group project) allowed me to learn through experience how to analyze organizational performance needs in order to identify real-world solutions for real-world problems. The dynamics of my group also demonstrated the importance of good communication, collaboration and effort in organizational development efforts.
Ethics in the Workplace and Academia Exams required me to analyze ethical issues and consider theory-based approaches to the solving of ethical dilemmas. As a result, I am able to better articulate my own morals and values, and help organizations develop greater ethical and social responsibility.
Organization Change in Human Resource Development Exams allowed me to assess my comprehension of change theories, change leaders, and complexity theory. I learned techniques to assist organizations in moving towards a complex system perspective of decentralization and collaboration, and position themselves to respond to the internal and external environmental demands of the 21st century.
As stated by McLean (2005), “The major focus of organization development is on the total system and its interdependent parts. Organization development uses a collaborative approach that involves those affected by the change in the change process” (p. 12). Organizations can benefit from organizational development when creating a mission or vision statement; managing conflict; developing policies and procedures; assessing the work environment; or, building a sustainability plan.
A key characteristic of organizational development is action informed by data collection and assessment of the work environment. In today’s organizations, external forces such as changes in the economy (e.g., limited resources, globalization), the workforce (e.g., increased diversity among employees), technology (e.g., increased use of the Internet), and organizations themselves (e.g., increased knowledge) affect organizational development (Worley & Feyerherm, 2003). Organizations often hire training and development professionals as performance consultants to guide them through the change process.
Theme 2: Organizational Development course materials with narrative statements can be accessed from the 'Coursework' section of the navigation panel or the links below.
Coursework with Reflective Statements:
Performance Consulting (group project) provided me with the opportunity to immediately apply my learning of human resource development and performance improvement research-based practice in an organizational setting. I gained skills to assist organizations in analyzing their behavior, and to design programs that change or improve human performance.
Needs Assessment and Task Analysis Consulting (group project) allowed me to learn through experience how to analyze organizational performance needs in order to identify real-world solutions for real-world problems. The dynamics of my group also demonstrated the importance of good communication, collaboration and effort in organizational development efforts.
Ethics in the Workplace and Academia Exams required me to analyze ethical issues and consider theory-based approaches to the solving of ethical dilemmas. As a result, I am able to better articulate my own morals and values, and help organizations develop greater ethical and social responsibility.
Organization Change in Human Resource Development Exams allowed me to assess my comprehension of change theories, change leaders, and complexity theory. I learned techniques to assist organizations in moving towards a complex system perspective of decentralization and collaboration, and position themselves to respond to the internal and external environmental demands of the 21st century.
