BUS599 - Integrative Project, Mod 2 Case Assignment Essay

BUS599 - Integrative Project, Mod 2 Case Assignment - Essay workoutOrganization development (OD) strategies aim to improve boldnessal ability to diagnose and assess its effectiveness to contribute appropriate remedy or interventions to problems and issues (Tichy, Hornstein, & Nisberg, 1977). These utilized open systems which optimized a transparent explication of the inputs, throughputs, and outputs of the organizations feedback loop. This is hoped to touch off organizational members to participate in transmute processes (Burke, Coruzzi, & Church in Kraut, 1996 French & Bell, 1995 Harrison, 1987). Organizational development voluminous some models (Howard and Associates, 1994) that could facilitate the enhancement of deepening the understanding of organizational organization of categorizing organizational data render these data to generate meanings and to develop common organizational language. It can also identify vital variables of the organization and depict its relations an d impacts. This is an empirical method of evaluation. It also uses comprehensive kind of analyses. The latter cover 1. press Field Analysis (1951)- This is developed by Kurt Lewin developed this model of analysis. It is perceived as relatively simple-minded and can be creatively visualized because it can depict the effort and retraining forces of an organization (Leadership Sphere, 2012). These driving forces encompass environmental factors and change management while the restraining forces may include limited resources and demotivated human resources that could shut off organizational sustainability and development (Leadership Sphere, 2012). When these hindering and driving forces are identified, the organization can proceed to formulate recommendations to elaborate the problems and regain organizational balance. This model aims to bring about the state of equilibrium of driving forces to eliminate the restraining factors (Leadership Sphere, 2012). 2. Leavitts Model (1965) Th is refers to authority systems, communication systems, and work flow within the organization. This includes the use of technology (or machinery), tasks, and subtasks that are graft in organizations product and services (Leadership Sphere, 2012). This will also include the human resources designated to run roles and tasks to attain organizational goals (Leadership Sphere, 2012). These variables are dynamic, interrelated, and interdependent. Any changes in each of the variable will impact to the some other variables in a chained effect. Sometimes, the change in variables may produce compensatory or retaliatory change in the other variables. However, this model does not address the concerns on external environment that may restore the variables of the organization (Leadership Sphere, 2012). 3. Likert System Analysis (1967) This fundamentally addresses the concern on organizational motivation, communication, interaction, decision-making, goal-setting, control, and performance (Like rt, 1967). While on that point is no illustration to depict this is as an analytical tool but this can be turn to by enhancing or using recommended systems of organizational management. This encourage democratization of decision-makings, participation, consultation, exercise of benevolent leaders and transformational leadership (Leadership Sphere, 2012). The framework originally has no standard scale strongly agree, agree, neither agree nor disagree, disagree, and strongly disagree. It employ to have a customized scale labels for each question raised