Philosophy

An organizational development is the improving on the effectiveness of an organization, undergoing changes to resolve major problems and achieve organizational goals. Considering that it takes at least several years before successfully carrying out changes, careful plotting is required to avoid wastes in time, financial aspects and manpower. As the vice president of an organizational development tasked to do an action plan, it should have an end goal of meeting objectives.

Starting with the set goals, one is to determine the methods in implementing changes and considering affected variables.  Mistake number one not understanding the importance of people. It is possible that persons involved would pay less attention and cooperate the least throughout the process if neglected by the higher administration. Workforce can be utilized more effectively if there is unity, trust and  appreciation among them. Understanding their need to be noticed is important. Another is awareness from both internal and external factors to get them covered on the development program.

Moreover, providing surveys to customers, suppliers andor staff beforehand with regard to the changes are needed in order to have their feedbacks and recommendations for review, evaluation and implementations.

Mistake number two not appreciating that people throughout the organization have different reactions to change  (Goman, 2000). Individuals have diverse feelings towards everything.  And therefore, they produce varied reactions which may result to  improper counterbalance and failure of the organizations restructuring if given less attention.

Strong executive engagement is the most important practice as it involves major leaders working on the project. This means that their contribution to the ongoing program is highly regarded, accounted with the organizational strategy and focused on ethical business matters. Importantly, prior to implication of changes, tailored leadership competencies are agreed upon and are useful in determining what needs to be changed. Application of a comprehensive programs for meetings, assessment, external researches and the like during the ongoing process makes a sound development program. Maintaining the organizational hierarchy sets respect from subordinates, thus creating a swift flow of orders to actually implementing them and that in setting a system that will continuously monitor the process, its progress and downfalls minimize errors and will provide immediate solutions.

How can be the usage of a collaborative learning process optimize the organization and the individuals potentials and be a tool in concertizing plans for development

Through collaborative learning process,  the organization and its people interchange ideas, enhance critical thinking, pool knowledge and experience, gather useful feedbacks, new perspectives and clarification. For the organization, changing company goal setting,  developing vision-mission and redesigning the organizational structure to name a few,  results to a more productive firm. These forms of modification need a collaborative learning process to maximize opportunities in modifying the standards of the company to end in a favorable outcome.

Applying leadership models into an action plan requires leaders not just to teach their followers how to lead but how to be a good follower, that is, to succeed.

Following and leading are concerted values one must adopt. Practicing both lessens the risk of pitfalls. How It expands your knowledge about how an effective employee-employer relationship works. By simply realizing the correct way of following the chain of command, any organization may achieve an effective communication that may lead to success.

Overall, organizational development was designed generally for the advancement and competitiveness of an organization and its people.