LDR 615 Describe the role of organizational development in contemporary organizations

LDR 615 Describe the role of organizational development in contemporary organizations

LDR 615 Describe the role of organizational development in contemporary organizations

Contemporary organizations, including those in nursing and healthcare, require development. Organizational development is essential because of the different roles that it plays in entities. The first role of organizational development is continuous improvement and implementation of change to different processes (Brown et al., 2021). Engaging in organizational development commits such entities to improve their service and product offerings and meet consumer needs. Organizational development (OD) process leads to a continuous cycle of improvement as the entity plans, implements, evaluates, improves and monitors its strategies and strategic plans (Cao et al., 2019). Further, organizational development is essential for strategic planning and improving efficiency. Through OD, organizations develop directions and set clear and achievable goals. The strategic decisions help organizations to expand and grow to attain their overall goals. Organizational development assists in having consistent improvements in the processes and systems of an entity to improve delivery of quality care services.

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Organizational development is a core aspect of implementing change as it allows organizations to identify clearly the

LDR 615 Describe the role of organizational development in contemporary organizations
LDR 615 Describe the role of organizational development in contemporary organizations

scope of change, train employees to be motivated and enthusiastic about change, enhance open and collaborative communication concerning change, and sharing as well as receiving feedback and insights on the new processes. Organizational development ensures effective documentation and engagement of all stakeholders to attain diverse views and perspectives on the suggested interventions to enhance overall performance and productivity. For instance, in implementing telehealth in our organization, employees require training and motivation which can only be attained through organizational development (Shahbaz et al., 2019). Nurses in the facility may be enthusiastic about implementing change but require effective planning and development direction from the leadership. Again, better engagement of all stakeholders demonstrated that they are willing and support changes to improve overall care provision and quality of services provided.

References

Cao, Y., Liu, J., Liu, K., Yang, M., & Liu, Y. (2019). The mediating role of organizational

commitment between calling and work engagement of nurses: A cross-sectional study. International journal of nursing sciences, 6(3), 309-314.

DOI: 10.1016/j.ijnss.2019.05.004.

Shahbaz, M., Gao, C., Zhai, L., Shahzad, F., & Hu, Y. (2019). Investigating the adoption of big

data analytics in healthcare: the moderating role of resistance to change. Journal of Big Data, 6(1), 1-20. DOI: https://doi.org/10.1186/s40537-019-0170-y

Brown, D. R., & Harvey, D. (2021). An experiential approach to organization development.

Pearson Education.

The traditional organizational structure’s rigid top-down model is replaced by teams that work on projects together in today’s organizational structure. Employees in this structure are given the requirements, milestones, and productivity goals of major projects and must figure out the most efficient way to meet those goals (Contemporary Forms of Organizational Structures | Principles of Management, 2017).

This structure eliminates the traditional company’s vertical structure and gives employees ownership of the work they do.

The main benefit of a modern organizational design is that employees have the freedom to make their own decisions, make changes, and take ownership of their work without interference from middle and upper management. This autonomy can result in increased productivity, higher work quality, and a significant increase in employee satisfaction (OpenStax, 2019). Employees form stronger bonds under this structure because they must rely on each other’s expertise and talent to achieve their goals. The main disadvantage of a modern organizational structure is that the lack of supervisory authority can result in disorganization and inefficiency if employees fail to hold each other accountable for mistakes.

Contemporary Forms of Organizational Structures | Principles of Management. (2017). Lumenlearning.com. https://courses.lumenlearning.com/principlesmanagement/chapter/7-3-contemporary-forms-of-organizational-structures/

OpenStax. (2019, March 20). Organizational Structures and Design. Opentextbc.ca; OpenStax. https://opentextbc.ca/principlesofmanagementopenstax/chapter/organizational-structures-and-design/

Kaiser Permanente’s organizational development is focused on a comprehensive strategy towards improving community health. The organization is composed of family-oriented medical centers with a good-nature work environment. The culture embraces trust, loyalty, competence, and integrity.

The strategy includes creating a culture of health that encompasses a leadership team keeping the employees engaged. This approach allows the organization to support its employee’s behavior, reduce overall costs, and increases job satisfaction.

The organizations mission is to provide high-quality, affordable health care services and to improve the health of its members and the community. Their determination of the organization is not only to provide healthcare but also to establish minimum healthcare standards in the world. Their vision is to collaborate with people to help them thrive and creating communities that are among the healthiest in the nation. Their core values are patient centered care, evidence-based medicine, measurement and accountability, and innovation.

The organizations healthcare workers from different professional backgrounds collaborate with patients, families, caregivers, and communities to deliver the highest quality of care. Kaiser Permanente’s interprofessional collaboration is to reach beyond the healthcare sector and engage stakeholders in finance, business, energy, conservation, education, and public policy. Kaiser created a publicly available Community Health Needs Assessment database that makes it possible to identify and map the environmental and social problems and opportunities across the United States. The organization works with numerous NGO partners to improve community benefit investments at supporting active transportation and strengthening local food systems to name a few. The organization uses data to understand and research the health obstacles that their organization and local communities are facing as well as communities across the nation. All these changes are made possible by incorporating skilled nurses from different fields of expertise to play a vital role and allowing them to take part in decision making and stakeholders to the improvements in healthcare within the organization, community, and nation.

References

Kaiser Permanente. (2021). Center for health research. Funding Research. https://research.kpchr.org/About/Funding

Mission & History. (2010). Kaiserpermanentejobs.org. https://www.kaiserpermanentejobs.org/mission-and-history/

This is an exceptional work Claudia. The critical points about the organizational development (OD) are well detailed as per the instructions. OD can play critical role in preparing your organization for change by equipping the organization with the appropriate tools to enable the organization to adapt and respond well to the changes in the industry (Huffington et al., 2018). Essentially, OD is associated with numerous benefits to the organization’s business. First, OD addresses and resolves problems within the organization hence increasing the effectiveness of the business. OD also enhances the organization in a systematic manner. It strives to strike a balance between the weakness and strengths of the business and streamlining the employment of resources such as human resources for efficient and productive use (Anning-Dorson et al., 2017). That is, proper assessment, planning, staff engagement and education where appropriate, and incremental actions to sustain superior employee performance. The OD also emphasizes on the health of the whole organization and individual, which is critical in ensuring that the visions and goals of staff and organizations are in line (Brown & Harvey, 2021).

Reference

Anning-Dorson, T., Odoom, R. K., Acheampong, G., & Tweneboah-Koduah, E. (2017). Innovation and organizational development: the role of organizational leadership. African Journal of Economic and Management Studies. https://doi.org/10.1108/AJEMS-06-2016-0091

Brown, D. R., & Harvey, D. (2021). An experiential approach to organization development. Pearson Education.

Huffington, C., Cole, C., & Brunning, H. (2018). A manual of organizational development: The psychology of change. Routledge.