DQ: Describe the role of organizational development in contemporary organizations
Caruso (2021) stares that there are many definitions of organizational development, but the most common is it is described as a process that helps prepare organizations for change. It is intended to cause a shift in beliefs, values, and attitudes that help companies keep up with fast-paced technologies and environments (Caruso, 2021). Organizational development can help with change by providing products or services, introducing new technologies, and helping to remodel the organizations culture (Ionescu & Bolcas, 2018). Organizational development has increasing internal capabilities to help the organization to respond to changes in the environment, and to help put the people in the middle of the change process (Ionescu & Bolcas, 2018). This is often considered a long-term process that is carried out by leadership and focuses on learning and problem-solving aspects with members of the organization (Ionescu & Bolcas, 2018). It may often times be viewed as a planned process for change in the culture (Ionescu & Bolcas, 2018).
Nursing leader’s server as advocates within their organizations. Leaders have requisite knowledge, skills, and understanding and represent the front door into the healthcare service delivery. Nursing leaders need to be comfortable withing their administrative structures to use their powers to advocate for the role of nurses. Advocating in policy discussions to help reduce health care cost and improvement in patients’ outcomes and quality of life through collaborative team-based care. (Stevenson, 2021) Advocating for nursing staff can begins with assessing needs. Do the nurses have the correct tools they need to provide best practice care. Are nurses being treated fairly and are they assuring measures to prevent nursing fatigue and burn out such as appropriate breaks and lunches.
With in my organization I feel that we often do not follow these steps. Often times upper leadership comes up with a new process and
puts it out there for people to follow. Many times this is completed without explanation as to the reasoning behind the new process. Managers are just told to go out and implement the change without really getting any feedback as to how the change will affect the company. This is one reason I chose to pursue my masters in leadership to help me better understand how we can effectively drive change in the organization.
Caruso, S. J. (2021, September 21). Organizational development: Definition, uses and techniques. HR Development Info. Retrieved October 9, 2021, from https://hrdevelopmentinfo.com/organizational-development-definition-uses-and-techniques/
Ionescu, V.-C., & Bolcas, C. (2018). Organizational Development through Change. Manager, (28), 47–55. https://doi.org/https://www.proquest.com/docview/2213785765/fulltextPDF/A4A4F27B254E4A0BPQ/2?accountid=7374
5 Ways to Lead:
Please watch the video “5 Ways to Lead in an Era of Constant Change” by clicking on the link below.
What are your thoughts on Jim Hemmerling’s imperatives for transforming a company’s reorganization into a transformational, positive experience?
My interpretation of the video is that change must be inclusive. The audience must “buy” into the process. The staff, members, stakeholders must believe in the change for the “transformation” to be positive.
My interpretation of the video is that when an organization puts the people first, all the other elements (such as financial benefits) will fall into place. Furthermore, inclusive leadership lays the foundation for a positive, engaging, and team effort to implement change within an organization successfully. The video intrigued my curiosity, which led to further research regarding inclusive leadership and includes the following six traits:
- Visible commitment
- Awareness of bias
- Curiosity about others
- Cultural intelligence
- Effective collaboration
“Leaders who consciously practice inclusive leadership and actively develop their capability will see the results in the superior performance of their diverse teams” (Bourke et al., 2019, pg. 5).
Bourke, J. & Espedido, A. (2019, March 29). Why inclusive leaders are good for organizations, and how to become one. Harvard Business Review (pg. 2-5). https://vrandolphbrown.com/assets/hbr-article_why-inclusive-leaders-are-good-for-organizations%2C-and-how-to-become-one-(march-2019).pdf
The speaker shared important principles and vital elements related to organizational change. As he mentioned, organizations constantly have to adapt due to the different environmental forces that drive Organizational Development (Hartzell, 2021). In the student personal experience with the current organization, the resistance to change is an element that a sector of the stakeholders is showing, the leadership response has not been effective, and it has the superficial approach, which results in them going back to old ways to operate as soon as the crisis is “over” (Hemerling, 2016). The speaker describes the five principles that aim to put people first (Hemerling, 2016). By enabling and empowering people to succeed, the transformation experience becomes a positive event (Hemerling, 2016). In conclusion, as the speaker describes, if the transformational process is implemented in the right way by putting people first, it will be a positive and productive process that would benefit the whole organization (Hemerling, 2016).
Hartzell, S. (2021). How internal and external factors drive organizational change. Study.com https://study.com/academy/lesson/how-internal-and-external-factors-drive-organizational-change.html
Hemerling, J. (2016, May). 5 ways to lead in an era of constant change [Video]. TED Conferences. https://www.ted.com/talks/jim_hemerling_5_ways_to_lead_in_an_era_of_constant_change?utm_campaign=tedspread&utm_medium=referral&utm_source=tedcomshare#t-782329
Thank you so much for sharing this TED talk! He discussed self-transformation being positive and empowering and compared that with the always evolving organizational change which creates reluctance amongst individuals. He states that change is hard especially when imposed upon and frequently done in quickly, in “crisis” mode. Changes made during crisis are often not sustainable. He states to have a positive change experience people need to be put first. There are 5 must haves in order to be an organization that puts people first which include, inspire the team, be fully engaged in the change, provide the necessary tools, continuous learning culture, and an inclusive leadership team with a strong vision (TED Conferences, 2016). I think there were quite a few valuable points made during Jim Hemerling’s discussion specifically on putting people first. I think putting people first is such a critical component to many of the aspects of the organizational development. Putting people first helps with the individual’s performance and therefore drive results.
TED Conferences. (2016). Jim Hemerling: 5 ways to lead in an era of constant change. https://www.ted.com/talks/jim_hemerling_5_ways_to_lead_in_an_era_of_constant_change?utm_campaign=tedspread&utm_medium=referral&utm_source=tedcomshare
The organization that I work for has made transformation a priority. Having both a transformation plan for our organization and one for the Pennsylvania Rural Health Model pilot program that we are participating in, we are on the exhausting end rather than empowering. One benefit we had was that the results we are trying to achieve are long-term and that has been the focus for both transformation plans that we are working on. Our plan for organization has specific organizational goals and our rural health model has community health goals. A specific takeaway from Mr. Hemerling was his comparisons of teaching students for the test rather than preparing them to excel in the long run (Hemerling, 2016). Teaching staff by giving them the tools and skills that they need is key. As nursing leaders, we do not always provide young nurses with the tools that they need to succeed. Then we are surprised to see them lose excitement, are not engaged, and then resign. We need to inspire them with a deep sense of purpose, provide them with the skills they need to succeed and instill a culture of continuous learning (Hemerling, 2016). This will help to retain staff, make them more engaged and empowered to learn for the betterment of themselves and the organization.