ssignment #3: Researching the Annotated Bibliography Assignments 3 and 4 In ORG 499A, you identified a topic, problem, concern, or “something” at your work or community that needed a solution, improve

OD change process discussion

Jennifer Bacuylima

St. Thomas University

ORG-499B-OL2

Action Research Project: Seminar B

Dr. Patricia Bloodworth

April 23, 2025

OD change process discussion

Organizational Development (OD) change process implements programmed methods to increase organizational success by using behavioral scientific methods. French and Bell (1999) present OD as a top management-led extended initiative that boosts organizational vision and empowerment alongside learning abilities and problem-solving methods through collective cultural management. Organizations start their OD change process with diagnosis that begins with issue identification through data-driven analyses. Subsequently planning occurs because interventions are developed to resolve the recognized problems. Implementation of these interventions occurs after planning toward successful execution through team-building strategies. The process demands an evaluation step to measure change results after implementation and ends with institutionalization to embed effective changes permanently into organizational culture.

Organizational leaders leading change initiatives need full comprehension of the OD change process to achieve transformation. The absence of such knowledge can result in leaders implementing incorrect changes. This is because they fail to address real organizational needs thus threatening project failure. By mastering OD principles leaders gain capability to determine problems precisely and pick suitable treatment methods according to Cummings and Worley (2015). Stakeholder participation remains central when executing the OD process. By understanding this concept leader can accomplish higher employee involvement which minimizes change resistance and increases the success probability as the Forbes Coaches Council (2024) asserts.

The process of organizational development change insights how organizations must base their choices on real-world information. The implementation of these principles permits leaders to replace subjective thinking with evidence-based thinking. Using this approach leader can achieve more precise intervention methods while simultaneously achieving higher transparency and accountability throughout changes. Sustainable change remains the natural direction of organization development because it does not promote short-lived fixes. The recognition of these principles by leaders allows improvements to permanently integrate into organizational cultural aspects which results in sustained advantages over temporary accomplishments.

Leaders who use principles from Organization Development create more strategic transformations. This maintains their effects over time while being inclusive to all stakeholders. Their understanding enables them to identify problems correctly while involving stakeholders efficiently and making strategic decisions and setting permanent transformations in place. Overlooking the understanding of these principles leads to undesired consequences.

References

Cummings, T. G., & Worley, C. G. (2015). Organization development and change (10th ed.). Cengage Learning.

French, W. L., & Bell, C. (1999). Organization development: Behavioral science interventions for organization improvement (6th ed.). Prentice Hall.

Forbes Coaches Council. (2024, October 4). The science of team building: Creating high-performance teams. Forbes. https://www.forbes.com