Organizational Development (OD) has become more and more important for today’s organizations because the world is moving so fast that organizations have to find ways to be more effective, more innovation, more customer-driven, and more agile. Cumming and Worley (1997) define organizational development as “a process that applies a broad range of behavior science knowledge and practices to help organizations build their capacity to change and to achieve greater effectiveness” (p. 1). Therefore, OD will help organizations understand how people act to change and which change methods can work with the resistance to change that usually occurs in organizations undergoing change. As my concentration of SPS program is organizational development, it is important to study Organizational Intervention &ump; Change Implementation in order to know how to operate and make use of change methods that seem to be vital in solving any problems that arise. What I First Learned about the Course
In this course, I have learned that the change methods could be divided into four purposes: adaptable, planning, structuring, improving, and supportive (Holman, Devane, &ump; Cady, 2007). In addition to the purpose, Holman, Devane, and Cady (2007) assert that individuals and organizations need to consider type of system, event size, duration, cycle, and practitioner preparation, and special resource needs. Since there are many methods to learn about, the paper of IIMT helped me to deeply understand methods that I thought they were interesting. I chose to study Appreciative Inquiry of adaptable methods, Scenario Thinking of planning methods, Participative Design Workshop of structuring methods, and The Six Sigma Approach of improving methods. In doing this assignment, I found that Appreciative Inquiry seemed to easily apply with all situations. This is because AI’s process is simple and the result is very effective and fascinating. Whitney and Trosten-Bloom (2003) support that organizations...
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