Action Research And Organizational Development For Th 368103

ACTION RESEARCH AND ORGANIZATIONAL DEVELOPMENT For the Session

For the Session Long Project in this class, you will be applying the principles of organizational development to an organization you currently work for or have worked for in the past.

For this first SLP, think carefully about the background readings and how they might apply to a specific organizational situation or problem that you have experienced firsthand. Then write a 2- to 3-page paper answering the following questions:

  1. What do you think the biggest problem your current organization or one of the previous organizations you worked for faces? Why do you think management has had difficulty with this problem?
  2. Do you think this problem could be mitigated by hiring an organizational development consultant based on what you’ve read in the background materials? Why or why not? Make sure to cite some of the readings in your answer.
  3. Of the action research and organizational development steps listed in the required readings, which ones do you think would be the more challenging steps that an organizational development consultant would face coming into your organization? Explain your reasoning and cite at least one of the required background readings.

Paper For Above instruction

Organizational Development (OD) is a systematic approach aimed at improving organizational effectiveness through planned interventions, fostering a healthier work environment, and aligning organizational goals with employee needs (Cummings & Worley, 2014). Applying OD principles to my previous organization, a mid-sized manufacturing firm, revealed several challenges, notably resistance to change, communication barriers, and a lack of adaptive leadership. Identifying the biggest problem, I believe, was the resistance to change, particularly during the implementation of new technology systems, which management struggled to overcome due to entrenched routines and skepticism about the benefits of change (Block, 2011).

The resistance stemmed from a long-standing culture that favored established procedures, and management's difficulty lay in overcoming employee inertia and fear of job insecurity. Such resistance is common in organizations that do not foster a culture of continuous improvement or wherein change is perceived as a threat rather than an opportunity (Judge et al., 2018). Management's difficulty may also be attributed to inadequate communication strategies that failed to effectively articulate the benefits of the change, thus fueling skepticism and resistance. From a perspective of OD, this problem could indeed be mitigated by hiring an organizational development consultant, especially one with expertise in change management. An OD professional could facilitate participative change processes, develop communication plans, and foster buy-in from employees by involving them early in the change process (French & Bell, 2012).

According to the action research model, phases such as diagnosing the problem, planning intervention, implementing, and evaluating are crucial for success (Reason & Bradbury, 2008). Among these, the most challenging steps for an OD consultant would likely be diagnosing the root causes of resistance and implementing sustainable interventions. Resistance to change is often deeply rooted in organizational culture and individual psychology, making diagnosis complex (Burnes, 2017). Implementing change requires careful planning, stakeholder engagement, and sometimes overcoming political barriers, which can be particularly difficult. Additionally, sustaining change and ensuring it becomes embedded in the organizational culture pose ongoing challenges (Cummings & Worley, 2014). These steps are complex because they involve shifting deep-seated beliefs and behaviors, requiring patience, tact, and leadership skills from the OD practitioner.

In conclusion, organizational development provides valuable frameworks to address organizational problems like resistance to change. Hiring an OD consultant could facilitate smoother transitions and foster a culture more receptive to ongoing improvement. However, the diagnosis and implementation phases are inherently challenging, often demanding high levels of skill, cultural sensitivity, and strategic planning from the OD professional.

References

  • Block, P. (2011). Flawless Consulting: A Guide to Getting Your Expertise Used. Jossey-Bass.
  • Burnes, B. (2017). Kurt Lewin and the Planned Approach to Change: A Re-appraisal. Journal of Management Studies, 54(4), 672-689.
  • French, W. L., & Bell, C. H. (2012). Organization Development: Behavioral Science Interventions for Organization Improvement. Pearson Education.
  • Judge, T. A., et al. (2018). Organizational Behavior (7th Ed.). Pearson.
  • Cummings, T. G., & Worley, C. G. (2014). Organization Development & Change. Cengage Learning.
  • Reason, P., & Bradbury, H. (2008). The SAGE Encyclopedia of Action Research. SAGE Publications.

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