Business Finance
471- Organization Development stage# 3

Question Description

this is a group peregrination. so my part is :

1- please check the attached file for the resources

2-also please check the attached file for the sketcs i drafted form the cources

now for stage #3 is what you need to do for me in this assinment 4 to fine pages on :

- the supply chin management , involve the SWAT analysis

- also use a model or a theory for the Organization Development and apply it to my supply chain mngment

note: i will attached like 2 models also you can use the model from the sources i gave you

- write a conclugin about splly chin mgmt.

- also for my power point section . if you can sketc me 3 slide for my part that will be cool


-APA style with single space

- document the cources again / also document the adishinal sources f you used them

- try to finish b4 the due time so i can have a look at it

this is a link to one of the OD models:

Unformatted Attachment Preview

Surname1 Surname Course name University affiliation Date Resources Anderson, D. L. (2013). Organization Development: The Process of Leading Organizational Change. Dickinson, J. G. ( 2013). Walmart’s War Against Unions — and the U.S. Laws That Make It Possible. Union-Side Law Firm Bush, Gottlieb.Huffington Post.Retrieved from: Freeman, R. E., Harrison, J. S., Wicks, A. C., Parmar B. L., & Colle, S. (2010). Stakeholder theory: The state of the art. (p. 46). Cambridge, UK: Cambridge University Press. Graziadio Business Review. (Nov. 17, 2004).Managing Resistance to Change: Effective leaders need to manage the logical consistency of change in an organization.The Associated Press.Retrieved from: Massengill, R. P. (2013). Wal-Mart wars: Moral populism in the twenty-first century. Moniah Amer HURD741 5/8/2018 ORGANIZATIONAL DEVELOPMENT MODEL Introduction Change is inevitable in every institution. Contemporary organizations have to restructure their systems to align them with new inventions and the dynamic business environment. Today's world is marked by technological, social-cultural and demographic changes which may shake an institution if it fails to adopt changes effectively. This dynamism has changed people's attitudes and organizational goals thus systems that enhance compatibility between all stakeholders have to be devised and implemented. Failure to efficiently adopt can have dire consequences in the entire institution as it will fail in achieving its set goals and objectives; thus, crumbling in the long run. The need for structural and systematic changes prompted people to devise organizational development theories and models which are skewed towards ensuring sustainability and continuity in an organization. This paper looks at the components of the Organizational Development Model, its importance, and application. Founder of the OD design model The organizational model above was developed by Harold Leavitt. According to Harold Leavitt, an organizational system is based on an interaction between various subsystems. Leavitt stated that change in one of the systems affects the other subsystems as shown in the model above. The need to cope and succeed in the ever-changing world has pushed many organizations towards developing and implementing OD models. On a broader perspective, OD can be defined as the continuous process of identifying, planning and evaluating the structure of an institution aimed at imparting and transferring skills to organizations and their workforce (Lunenburg, 2010). It incorporates a structured change in aspects such as attitude, beliefs, and values of individual workers in an institution. It may involve modification of business strategy, information management systems, amalgamation, downsizing, outsourcing and adoption of new technologies among other key features. Leavitt’s System Model and inception can be traced back 1 ORGANIZATIONAL DEVELOPMENT to his time, a time when people began embracing it as a social science (Caley, 2016). He recommended that for successful change management, organizations should carefully monitor related actions. Studies revolving around his ideas became a basis for research in the business environment. Ever since then, OD has become an integral phenomenon in the business and organizational field as institutions strive to remain competitive and relevant in the modern world. How it works Leavitt stated that change in one of the systems affects the other subsystems as shown in the model above. This model works in an interactive manner. The model above shows that OD is a continuous process centered on achieving the missions and visions of an institution. It also involved different stakeholders who play different vital roles in the entire process. Achievement of the goals depends on every individual as a failure by one group will cripple the whole process. Implementation of this OD is an extensive continuous process where all stakeholders are involved. The management should not rush in implementing it without carrying out extensive research and training. This is because improper implementation may demoralize workers and stall business activities leading to business breakdown. It entails injection of resources such as money, technology, and human resources. The initial step of implementing this OD involves identification of the desired needs and changes (Lotich, 2017). This process should be comprehensive it should incorporate ideas from the leadership, employees and the market. The decisions made and planned decisions should be sound and acceptable to everyone and the environmental culture failure to which the entire process will bear no fruits. The cause for change should be well defined to erase any doubts on all stakeholders for them to actively embrace it. All the teams should also assess the strengths and weaknesses of the proposed changes so that proper measures are put in place to control unforeseen circumstances that may negatively impact the proposed changes. After the plan has been set and the necessary resources gathered, the organization embarks on implementing the program. This should be an interactive process, and everyone is told what is expected with the required training taking place. Everyone involved in the OD process should be trained to understand the whole process so that the necessary skills and attitude are imparted to them so that they actively take part in driving change (Cheng, 2015). Training teams will clear outlined objectives, and leadership schemes should also be defined. Proper and efficient communication mechanisms should also be put in place. Adequate communication mechanisms are useful in coordinating all activities within the organizations. Intra and interdepartmental communication should be efficiently structured so that various ideas and issues can be addressed timely to enhance success. The implementation should also take place in phases. The plan should be categorized into different stages which should take place sequentially (Lunenburg, 2010). The management and project consultants should set up a clear timeline within which all activities should be completed. Since this is a continuous process, follow up actions should be put in place to evaluate the success of the entire process. Issues that pop up within the implementation process should be addressed following proper communication strategies to boost achievement. 2 ORGANIZATIONAL DEVELOPMENT Application in an organization The model above has various benefits to the organization in the long term. Companies which have incorporated quality OD techniques have reaped significant from their actions. This success is anchored on various improvements brought by Organizational Development which make companies competitive and more productive thus coping with the changing environment and factors (Lunenburg, 2010). Numerous benefits ranging from gaining competitive advantages to profit maximization are attributed to the integration of sound OD models and theories which are relevant to their field of application. Integration of this OD means constant improvement. Institutions are ever engaged in devising and restructuring their activities with the aim of continuous improvement. The fact that OD is a continual cycle has also made learning and improvement a constant process that does not seize. Planned and implemented strategies are reviewed continuously and restructured to cope with dynamism. Setbacks and potential hurdles are ever analyzed and aligned with the company's goals and visions (Caley, 2016). This is because every action taken is centered on what a company projects. Every modification is underpinned by the set objectives to ensure that the activities do not deviate from their main course. Employee development and increased communication is another pillar entrenched in OD. Implemented strategies and functions are continuously reviewed as feedback is mandatory. Through continuous interaction and review, different levels of communication within a company are improved and crafted thus leading to better results. Enhancement of employee abilities is also made possible by OD thus the workforce can steer the organization to the right direction, a direction of success and attainment of desired goals. Innovation is another pillar anchored on OD. Constant evaluation of the market, products, and workforce triggers changes aimed at bettering service and product delivery. Different employees are engaged and motivated continuously thus boosting their morale and attitudes. In turn, employees become more creative and innovative due to the appealing working environment thus further promoting the services and products offered (Caley, 2016). All the benefits brought by OD further lead to massive profits as institutions can adequately compete and outshine their competitors. Their market also becomes diversified and secure thus massive profits are reaped from the venture. Conclusion Organizational development is a critical strategy in the contemporary business environment. The models and theories are aimed at reaping maximum results from a company's investment. Individual employees, departmental teams and the organization, in general, are the key participants in driving positive change. Institutions should adopt better and efficient techniques to make a difference and gain competitive advantages that will enable them to survive in the modern dynamic world. 3 ORGANIZATIONAL DEVELOPMENT References Caley, N. (2016). Using organization development techniques for effective change management. Accounts Payable & Procedure to Pay APP2P Conference. Las Vegas: IOFM Institute of Finance and Management. Cheng, L. (2015). Enablers that positively impact implementation of organizational change. GSTF Journal on Business Review. Lotich, P. (2017). 8 steps to implementing successful organizational change. Thriving Small Business Vision Strategy Growth. Lunenburg, F. (2010). Organizational development: Implementing planned change. International Journal of Management, Business, and Administration. 4 Running head: WALMART COMPANY 1 Walmart Company Student’s Name Institution Date WALMART COMPANY 2 Introduction Walmart is one of the largest retailing companies with numerous branches across the globe. The company was founded in the year 1962 by Sam Walton. Walton family largely owns the company. It has various operations which include grocery stores, hypermarkets and departmental discount stores. According to research, Walmart is one of the largest companies regarding revenue. Since the company is family owned, each member has a certain percentage of ownership. However, the company has been facing a few challenges in its supply chain management. Also, the company has a culture whereby employees face a lot of pressure while performing their routine operations. Engaging the problem using swot analysis Supply chain management is one of the critical areas in every type of organization. It mainly focuses on service delivery within the shortest time possible. Walmart has been experiencing instances whereby some of its products are either lost while or in transit or the customer receives them when they are of poor quality (Anderson, 2013). Some of the strengths of the company include the ability to meet all customer needs. Walmart has sound customer relations department which all customer preferences are tracked through. It involves evaluating feedbacks from online platforms such as Facebook, Twitter among others. Through the feedback obtained the company can make constant improvements. Incorporating change in Walmart To improve the company’s efficiency, Walmart is considering automation of services within supply chain management. It will involve the use of the latest technological devices which can be able to track commodities even when in transit (Dickinson, 2013). However, adoption of the new technology will require a change from the current system. Before incorporating the new system, the organization will first educate the employees on the need for the change. The process will involve highlighting faulty areas in the recent past. After educating all stakeholders on the need for change, Walmart will then inquire for ideas on the new technology including suggestions on improving its efficiency. The suggestions should be from all parties which include customers, investors, and other related parties. The third step involves explaining how the new system will improve the efficiency of operations. The process involves the use of simulation techniques whereby a model on the new system is displayed before all the audience. After approval, the incorporation of the new technology into the system is essential. Walmart will have to source the services of IT companies. Moreover, the company should ensure that frequent evaluation to detect any faulty areas within the new system. Feedback from all stakeholders regarding the new system is also important to ensure improvements are made in the respective areas (Freeman et al., 2010). In conclusion, it is important to note that change in an organization is inevitable. It affects people psychologically hence measures must be in place before incorporation of a new ideology. However, organizations should develop strategies which incorporate change. Through the various techniques like knotters change plan, resistance can be avoided since the respective education on the necessity for change is addressed to every individual within an organization. WALMART COMPANY 3 References Anderson, D. L. (2013).Organization Development: The Process of Leading Organizational Change. Dickinson, J. G. ( 2013).Walmart’s War Against Unions — and the U.S. Laws That Make It Possible. Union-Side Law Firm Bush, Gottlieb.HuffingtonPost.Retrieved from: Freeman, R. E., Harrison, J. S., Wicks, A. C., Parmar B. L., & Colle, S. (2010).Stakeholder theory: The state of the art.(p. 46). Cambridge, UK: Cambridge University Press. Graziadio Business Review. (Nov. 17, 2004).Managing Resistance to Change: Effective leaders need to manage the logical consistency of change in an organization.The Associated Press.Retrieved from: /managing-resistance-to-change/ Massengill, R. P. (2013).Wal-Mart wars: Moral populism in the twenty-first century. Anderson, D. L. (2013).Organization Development: The Process of Leading Organizational Change. Freeman, R. E., Harrison, J. S., Wicks, A. C., Parmar B. L., & Colle, S. (2010).Stakeholder theory: The state of the art.(p. 46). Cambridge, UK: Cambridge University Press. Graziadio Business Review. (Nov. 17, 2004).Managing Resistance to Change: Effective leaders need to manage the logical consistency of change in an organization.The Associated Press.Retrieved from: Managing Resistance to Change A Peer-Reviewed Academic Articles | GBR ...
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Final Answer



Supply Chain Management
Student`s Name




Within the last decade, Walmart has become the leading and the dominant retailer with the
highest sales globally. While transforming from regional retailer to a global powerhouse, the
organization has become successful with the concept of a successful supply chain management.
Walmart started with the objective of selling products which the customers need and whenever
they needed them (Anderson, 2013). The organization later developed cost structures which
enabled it to offer a daily lower price. The company then focused developing a highly structured
and advanced supply chain management strategy that enabled it to have a competitive advantage
and take leadership in the market position.



Even during early years, the company`s supply chain management led to its success. The
supply chain innovation started with the company`s removal of a few`s chain links. The company
began working with manufacturer`s directly in the 1980s to reduce the costs and manage the supply
chain efficiently. The manufactures became responsible while managing their products in the
company`s warehouses. This is under the initiative termed Vendor Managed Inventory. The move
resulted in the company`s expectations of approximately 100% order fulfillment on merchandise.
Strategic vendor partnerships
The organization focused on sourcing strategically to find commodities at the fair prices from
the suppliers who ensured they could meet demand. The company establishes a partnership that is
strategic with the majority of the vendors giving them long-term commodities for high quantity
purchases in return for the lowest possible prices (Burch, & Lawrence, 2013). Also, the
organization streamlined the supply management by the construction of relationship and
communication network with suppliers to enhance material flow improvement with lower



Cross-docking is a logistic practice which is focal of the organization strategy to restock
inventory efficiently. It is the direct movement of commodities from truck trailers without extra
storage, by unloading products from a semi-truck and then loading the materials directly into
outbound trucks (Dickinson, 2013). The suppliers have been delivering the goods into the
company`s distribution center where cross docking takes place and then delivering do...

NicholasI (27641)
Duke University

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