Organisational Development Process Essay Example | Topics and Well Written Essays - 3750 words

Organisational Development Process - Essay Example This model is a tool that can help any organization, regardless of its size, to move toward organizational excellence. The model can help you align resources; improve communication, productivity and effectiveness; and achieve strategic goals. For organization development process a model is essential, for analyzing and managing organizational problems. The model is relatively simple to understand and easy to visualize. A depiction of the mode identifies both driving forces and restraining forces within an organization. These driving forces, such as environmental factors, push for change within the organization while the restraining forces, such as organizational factors (e.g., limited resources or poor morale), act as barriers to change. To understand the problem within the organization, the driving forces and restraining forces are first identified and, hence, defined. Goals and strategies for moving the equilibrium of the organization toward the desired direction can then be planned. The model relies upon the change process, with the social implications built into the model (e.g., disequilibrium is expected to occur until equilibrium is reestablished). The general goal of this model is to intentionally move to a desirable state of equilibrium by adding driving forces, where important, and eliminating restraining forces, where appropriate. ... To understand the problem within the organization, the driving forces and restraining forces are first identified and, hence, defined. Goals and strategies for moving the equilibrium of the organization toward the desired direction can then be planned. The model relies upon the change process, with the social implications built into the model (e.g., disequilibrium is expected to occur until equilibrium is reestablished). The general goal of this model is to intentionally move to a desirable state of equilibrium by adding driving forces, where important, and eliminating restraining forces, where appropriate. These changes are thought to occur simultaneously within the dynamic organization. Chapter 01 "Introduction" Weisbord's Six-Box Model: Weisbord's (1976) proposes six broad categories in his model of organizational life, including purposes, structures, relationships, leadership, rewards, and helpful mechanisms. The purposes of an organization are the organization's mission and goals Weisbord refers to structure as the way in which the organization is organized; this may be by function, where specialists work together or by product, program, or project, where multi-skilled teams work together. The ways in which people and units interact is termed relationships. Also included in the box of relationships is the way in which people interact with technology in their work. Rewards are the intrinsic and extrinsic rewards people associate with their work. The leadership box refers to typical leadership tasks, including the balance between the other boxes. Finally, the helping