Question A: Organizational Development Teacher Response to Kelly
So, class, now that we are toward the end of our course, I want to pose again to you a similar question as we had in our first week. If you were an organizational development consultant (or an organizational psychologist), how would you use research and other basic principles we discussed in our first week at your workplace to design interventions that might improve relationships, job satisfaction, organizational commitment, teamwork, leadership?
Question B: Response to CJ Chapter 14
What is Organizational Culture it is the values, behaviors; that contribute to the unique social and psychological environment of an organization.
Organizational culture includes an organization's expectations, experiences, philosophy and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is based on shared attitudes, beliefs, customs and written and unwritten rules that have been developed over time and are considered valid. Also called corporate culture, it's shown in the ways that organization conducts its business, treats its employees, customers and the wider community. It is the extent to which freedom is allowed in decision making, developing new ideas, and personal expression. How power and information flow through its hierarchy, and how committed employees are towards collective objectives It affects the organization's productivity and performance, and provides guidelines on customer care and service, product quality and safety, attendance and punctuality and concern for the environment.
What is Organizational culture and why should we care is my first thought, but after reading this chapter I learned that it plays a crucial role in shaping behavior in organizations, there is little consensus on what organizational culture actually is, never mind how it influences behavior and whether it is something leaders can change. Culture is powerfully shaped by incentives. The best predictor of what people will do is what they are incentives to do. By incentives, we mean here the full set of incentives monetary rewards, non-monetary rewards such as status, recognition and advancement, and sanctions to which members of the organization are subject.
Jex, S.M. & Britt, T.W. (2008). Organizational psychology: a scientist-practitioner approach. (2nd Ed.). Hoboken, NJ: John Wiley and sons
Question C: Response to Angelique 2nd Discussion Question
''Organizational development is a set of behavioral science-based theories, values, strategies, and technologies aimed at planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance, through the alteration of organizational members' on-the-job behaviors'' (Jex, Britt, 2008, p. 474). I think organizational development is essential for the healthy growth of any organization because it incorporates a plan for the future. Organizational development made me think of Disney, which isn't surprising because I live very close to it. Disney bought all the land it needed for its theme park but it also bought hundreds of undeveloped acreage all around it. It had a plan for the original theme park, but it also had a plan for its eventual growth. Because it had a plan, they were able to develop Epcot, Animal Kingdom, water parks, resorts and plan for the needs of its staff and guests. This long term plan for change shows that they used organizational development theories to make educated decisions about the organizations current and long term needs. It's actually very impressive.