ORGANIZATIONAL DEVELOPMENT PROGRAM

ORGANIZATIONAL DEVELOPMENT
A. Introduction
Every group to which you’ve belonged-family, sports, social study, work- doubtlessly included one person you considered to be more influential than others. When this person spoke, others listened; when this person suggested or directed action to be taken, others took that action. You will referred to this person as a leader. Maybe you enjoyed the experience of being a leader. Maybe you didn’t because of the importance of leaders in society, they have been the subjects of countless studies, novels, stories and films, all attempting to say something about what leaders do, what leadership is and even how to be a leader. Generally speaking, however, we can say that leaders are individuals who influence other individuals to do what they might not do in the absence of the leaders influence. We will examine somewhat more complete ideas about leaders in the following discussion, but we can certainly appreciate at this point the difficulty of understanding how and why certain individuals become leaders and what they do to exercise their influence

B. General Goals

. To design and implement a mentoring and development model that will provide
successful candidates the knowledge, skills, exposure, and analytical abilities to
become a diverse corps of future leaders in the legal services community.
. To foster a recognition and commitment among legal services programs boards of directors and management, that the program and its clients ultimately benefit from the deliberate nurturing and cultivation of diverse staff to increase the leadership capacity within programs.
C. Specific Objectives

• Provide a leadership effectiveness and ability to get along work and planning that the needs of Office Administration Student.
• Enhance the quality of leadership and to supervise effectively management systems ..


D. Calendar of Activities


January 1, 2011 New Year's Eve Celebration

February 14, 2011 Valentines Party

March 15- 30, 2011 Sport's Fest

May 7, 2011 Anniversary Celebration

June 15, 2011 Training for Employees

July 30, 2011 Motorcade Promoting Development

August, 2011 Yearly Workshop for Top Employees

November 12, 2011 Thanks Giving

December 20, 2011 Christmas Party



E. Knowledge and Skills Activities with description and date

Tuesdays
Bowling Optional Dinner Afterward
Meet: 4:00 pm at boathouse
Location: In Bowling Line Quezon City
Leaders: Kysie Aldover


Wednesdays
GroupStudy (Optional dinner afterward)
Meet: 1 pm in lobby
Location: Peninsula Hotel,Makati
Leaders: Noricel Beo

Thursdays
Work Shop for Emotional Aspect (Optional dinner afterward)
Meet: 8 am in Green House Garden
Location: Tagaytay City
Leaders: Prescilla Cortez




F. Organizational Development Norm

EVERYONE IS A LEADER AT SOME TIME OR ANOTHER.
• Some good leaders around you are obvious: school leaders, captains of sports
teams, club leaders, etc.
• Other leaders are negative, like drug dealers or gang leaders.
• You influence your friends or younger brothers and sisters any time you voice
your opinion, and that makes you a leader, even in a small way.
IF YOU DON'T WANT TO BE A LEADER, BE CAREFUL WHO YOU
ARE FOLLOWING.
• Are they taking you where you want to go?
• Don't get dragged into drugs, gangs, partying, or ditching by friends who are
influencing you and leading you by their actions. Take charge of your life and get
new friends if you have to.
GOOD LEADERS NEED GOOD MORAL FOUNDATIONS.
• Hitler was a strong leader, but he was corrupt because he had a bad moral
foundation based on hate and power, not on serving and helping the people who
elected him.
• You can be a great leader, but you have a huge responsibility to lead people in
the right direction. A good moral foundation and set of unwavering values will
enable you to be a strong leader that can help others in a big way.
LEARN TO BE A LEADER BY VOLUNTEERING AND FINDING A
GOOD MENTOR.
• Get involved in a school club or a project in your community or church that is
helping others. True leadership starts by learning how to help others.
• Find a mentor, an older person who you look up to, who has the leadership skills
you admire. By volunteering and spending time with that person, you will learn
how you can be a leader.

ACTIVITIES NORMS

Activities for Collaboration

The Office of Student Leadership and Activities
The Office of Student Leadership and Activities has been designed to enhance the co-curricular life of the University of Caloocan City community and help students become more involved with campus events. We encourage students to participate in the many clubs, organizations and campus events that University has to offer. It is our job to see that each and every student gets the most out of their college experience. We feel very strongly that the best way to become a well-rounded student is to get involved!
Since Student Leadership and Activities is based on this belief, we have done our best to make sure that there is something for everyone. There are hundreds of conferences, lectures, workshops, cultural programs, seminars, concerts, dance parties and socials that take place at University each semester. In addition, there are more than a hundred clubs and organizations on campus. With all that University offers, all you need is the motivation and desire to want to get involved. Through your involvement you will not only enjoy your college experience but you will develop invaluable leadership, organizational and communication skills.


Activities for Evaluation

Classroom Leadership Activities

There are many classroom leadership activities that can serve as leadership training activities for students. Working on a science project or environmental project, preparing crafts from paper, leading your team while taking part in general knowledge quizzes are activities to build leadership for students. In the project work, the project leader will supervise activities such as proper research, assembling of the components or the project model, proper presentation of the project and the written draft of the explanation or project report which will be done by all the members of the group. A leader should be more confident, knowledgeable and outgoing to properly execute any task given to him. The high school leadership activities will prepare the students for achieving their goals of working in the high level management in a big multinational company or starting their own enterprise when they complete their education


Activities for Recommendation

Leadership is the energetic process of getting people fully and willingly committed to a new and sustainable course of action, to meet commonly agreed objectives whilst having commonly held values"

Organizational Profile

ITS ME
project paranoia
ORGANIZATIONAL PROFILE
HUMAN BEHAVIOR ORGANIZATION INC.

The mission of HBO Incorporated sets the boundaries for how resources should be allocated and what strategic and operational goals should be set.

The mission statement should acknowledge the company's strengths and then inform employees where to direct their efforts in order to take advantage of that strength Vision

The HBO Incorporated is a general statement encompassing the direction an agency wants to take and the desired end result once it gets there.

It is the vision of what those involved what their organization to become aspires to promote change within the individual members for them to realize their potentials in order for them to establish knowledge, skills and personality.

ORGANIZATIONAL OBJECTIVES
Organizationally, goal management consists of the process of recognizing or inferring goals of individual team-members, abandoning no longer relevant goals, identifying and resolving conflicts among goals, and prioritizing goals consistently for optimal team-collaboration and effective operations.
An organizational goal-management solution ensures that individual employee goals and objectives align with the vision and strategic goals of the entire organization.
Goal-management provides organizations with a mechanism to effectively communicate corporate goals and strategic objectives to each person across the entire organization.
The key consists of having it all emanate from a pivotal source and providing each person with a clear, consistent organizational-goal message. With goal-management, every employee understands how their efforts contribute to an enterprise's success

ORGANIZATIONAL CHANGE

Organizational Change

1. Why is diagnosis so vital in organizational change programs?

Answer:

Because the organizational development arises from changes in the inter and extraordinary environment. Changes in the input, output, and technological and scientific sub environments may indicate the need to consider the feasibility of a long term, systematically managed program for changing the structure, process, and behavior of the organization. Even in the absence of environmental changes and behavior may become dysfunctional for achieving organizational effectiveness.  

2. Explain the concept of organization intervention and why any particular management or organization change can be considered an intervention?

            Answer:

They develop strategies and interventions that are designed to develop and improve collective problem-solving, conflict management, organizational learning, teamwork and collaboration. They also develop interventions which address the need for culture change associated with changes in business strategy. O.D. effects change by expanding people’s ideas, beliefs, and behaviors so that they can apply new approaches to old problems, or emerging issues.

3. Might some managers attempt to implement a particular intervention, such as TQM without first diagnosing whether the intervention would be appropriate for their organization’s problems?

            Answer:

            Managers who view the organization as a system of interrelated parts and

Communicate a vision of the future can lead others from mistakes and break away from using old patterns of problems solving and decision making.

4. Why is important for managers to reduce the resistance to change exhibited or covertly practiced by employees?

            Answer:

Managers must be change the way information is sought, used stored and reviewed.

5. Evaluate the ethnical issues associated with downsizing an organization by reducing its labor force to increase the organization’s long-run chance of survival. What other ethnical issues can you identify in the practice of organizational development as you understand it thus far?

            Answer:

In times of turbulent and continuous change, successful executives and managers have learned that to maintain and improve productivity they must be skilful at designing ways to help people and groups adapt quickly. as well as helping them to become resilient by They are also aware that there is a strategic advantage in having an entire organization which is capable of collective and ongoing learning. Organizational Development consultants marry their knowledge of social and behavioral sciences with a systems perspective to design and facilitate strategic approaches which will build the organization’s overall effectiveness, as well as its adaptability. O.D. consultants work with management teams to help them understand and shape collaborative approaches to complex issues such as restructuring, rapid growth or downsizing.

           

6. Describe the relationships among the steps of the change model depicted in this chapter and the process of unfreezing-new-learning-refreezing. Which steps of the model are related to which elements of the relearning process?

            Answer:

The last steps of the change process are the evaluation procedure. The ideal situation would be to structure the procedure in the manner of an experimental design. That is, the end results should be operationally defined and measurements should be taken. Before and after, both in the organization undergoing development and in a second organization (the control group).

7. How is the appreciative inquiry approach to organizational change different from a problem-solving approach?

            Answer;

1. The change needs to be clearly based in business strategy and business needs.
2. The change initiative needs to balance careful planning with flexibility —many plans need to be further adapted once the change initiative has begun.
3. The change should not rely exclusively on outside expertise — building capacity to change needs to be included in the strategy;
4. The change should be clearly focused, and visible to all — trying to create change plans and strategies without broad stakeholder involvement will guarantee failure;
5. The change must be strategy driven rather than project driven—this is linked to #1, but needs to address the systemic aspects of change, rather than attempting a piecemeal approach.

8. what would be the characteristics of an organization or situation for which the use of reason would be an effective approach for managing change? Are such organizations and situations relatively rare?

            Answer:

Today, teams and organizations face rapid change like never before. Globalization has increased the markets and opportunities for more growth and revenue. However, increasingly diverse markets have a wide variety of needs and expectations that must be understood if they are to become strong customers and collaborators. Concurrently, scrutiny of stakeholders has increased as some executives have been convicted of illegal actions in their companies, and the compensation of executives seems to be increasing while wages of others seems to be decreasing or leveling off. Thus, the ability to manage change, while continuing to meet the needs of stakeholders, is a very important skill required by today's leaders and managers.

           

9. Explain the difficulties that you would encounter in attempting to obtain diagnostic information from members of two groups that believe they’re competing for scarce resources.

            Answer:

Organizational change initiatives often arise out of problems faced by a company. In some cases, however, companies are encouraged to change for other, more positive reasons. "Change commonly occurs because the organization experiences some difficulty,. "But sometimes the most constructive change takes place not because of problems but because of opportunities." The authors used the term "performance gap" to describe the difference between a company's actual performance and the performance of which it is capable. Recognition of a performance gap often provides the impetus for change, as companies strive to improve their performance to expected levels. This sort of gap is also where many entrepreneurs find opportunities to begin new businesses.

10. Explain why a change program should be evaluated and why such an evaluation is so difficult to conduct?

            Answer:

Evaluation diverts resources away from the program and therefore harms participants.

1. what type of change(s) occurred at bayer?

Answer:

Bayers had changed ownership three times and the workforce seemed to have dissolved as fast.

That was a lot change to absorb in a facility that had been steadily producing over-the-counter and prescription.

2. what type of employee resistance to change did bayer have to address?

Answer:

Resistance to change can be overcome by acknowledging not only the business rationale for change but also the hopes, fears and dreams of those affected.

            Those employees were skeptical of programs because of past failure.

            Several employees enumerated the buzzwords.