Introduction
Various approaches have been used to define the term organizational development, and the organizational change has been used synonymous with organizational development. In all geographical locations, various factors have led to the organizational development because of the necessity of an organization have to expand in the global market place. Realization among the organizations that it is essential to expand beyond the local geographical location, and to tap markets outside their local markets make most organization to strive for more development. Meanwhile, the bid to expand internationally has caused the Organizational development methodology to expand in scope. It should be noted that with global expansionism, firms need to use an appropriate methodology to manage the market expansion in the organizational framework.
Moreover, with increase in the market changes that makes firms to experience the increase in the size and sophistication. With the increase in the development of technological innovation, firms have realized the necessity to invest in the management plan in order to bring out the effective organizational development.
(Fagenson-Eland, Ensher, Burke 2004).
Thus, with rapid change in the globalization and development couple with rapid change in the technological innovation that brings out the development within an organization lead the author to reflect on the four main types of organizational Development interventions using case of JP Morgan Chase
Four main Organisation development interventions
The development of an organization depends on the quality of the management team running a business enterprise. However, to understand how organization could be run effectively, it is essential to gain insight on the distinct stage of the organization development.
The development of an organization depends on the level of employee’s involvement in the running of an organization. The success of a firm depends on the commitment of the employee in an organization. Effective leader is essential to the running of an organization, and the leaders need to involve the employees in a way of acquaintanceship, friendship, conflict resolution and union so as to enhance the development of an organization. (Cottringer 2009)
Cummings and Worley (2008) reveal in their book Organization Development & change that employee involvement is essential in the performances of an organisation and improvement of well-being of work force. The employee’s involvement enhances the greater participation in the workplace. To enhance employee involvement and improvement of the greater organizational development, there is need for sharing of knowledge and skills among the members and relevant knowledge and skills should be impacted for the employees, and these should involve extensive training programs for the employees. In addition, to achieve employees involvement, there is need to improve communication and coordination within an organization. Effective communication enhances quality and accomplishment of action with organisation. Cummings and Worley (2008).
However, Cottringer (2009) supports the relevancy of dissemination of information for the organizational development. The author points out that the four stages of organizational development are aacquaintanceship, friendship, conflict and union and that if they are effectively integrated in an organization, it will enhance the development of an organization. The author describes acquaintanceship as the information dissemination in the organization. Communication through dissemination of information is essential for job descriptions, personnel policies and performances standard. It should be noted information through communication channel gives clear direction with relevance to the monitoring and work evaluation.
In addition to effective information dissemination, friendship enhances the development of organization. This involves the acquaintanceship within member of an organization. The interaction among employees is essential, which involves meaningful feedback and disclosure. It should be noted that leaders makes a goods acquaintances with the employees in order to demonstrate good role model with regard to competency, motivation, trustworthiness intrinsic, and positive attitude. This is to reduce emotional negativity among members of an organization.
Typically, forming employees solving groups enhances problems solving among employees, sustainable development and dynamic process of employees empowerment. (Cummings and Worley 2008).
The third stage of organizational development discussed by Cummings and Worley (2008) is conflict management. In any organization, it is imperative that an organization can not free itself from the occurrence of conflicts. Conflict may arise between the sale staffs and operation staffs. Arise of conflicts can occur as result of communication breakdown, production or market failure that may jeopardize the smooth running of an organization.
It should be noted that conflict resolution is essential ingredient for growth and development. Meanwhile, creating effective communication bring about the appropriate conflict resolution. (Cottringer 2009).
There is need for the formation of employee problem-solving group as being described by (Cummings and Worley 2008). There is need to identify the source of conflicts, there is need for confrontation meeting in the organization in order to solve problems in order to mobilize resources in an organization. Thus, assertive conflict resolution needs to be formed so as to create problem-solving and effective communication in an organizational setting. To achieve this, there is need for supportive communication climate for the maximization of organizational productivity. (Cottringer 2009).
The last stage of Organization Development interventions is union. An organization is productive where there is harmonization among the work force. Union brings creativity, and easy planning. Thus, an integrated team among the employees harmonise good organizational goal.(Cottringer 2009).
Cummings and Worley (2008) describe how organization forms union among each other in order to address an issue. The microcosm groups are the small groups that solve problems with an organization. These groups identify an issue and form union to solve this problem in unison. These are the issues that may affect a department or few departments. A union is formed to address this problem for the smooth development of an organization.
The second type of union is intervention of large group that address the problems affecting the whole organization. The union may also be formed for the development of new products, research and development, and introduction of innovation especially with relation to new technology.
A case of JP Chase Morgan on organization development is discussed in the next section.
JP Chase Morgan’s organization Development
JP Chase Morgan is one of the largest financial institution in the world with headquarter based in the United States. In the United States, JP Chase Morgan is among the top 10 financial institutions.
JP Chase Morgan has a role in the development of the employees for the development of the bank. For the employees program, JP Chase Morgan has system of training and development, and the bank has training school based in New York for its employees. JP Chase Morgan pride itself for having the best educational program in the world for the training of newly employed and the old employees. In the training procedure, the organization combines theoretical and practical in the training procedure. Moreover, the bank has the best information dissemination system that facilitates the communication system with the organization. For the facilitation of dissemination of information, JP Chase has the best communication system within its employees. There is information screen available for each employee, which facilitate easy access of information for each member of employee. There is also press release that facilitation dissemination of information with the organization. (JP Chase Morgan, 2009).
JP Morgan Chase realise that conflict is a factor that can jeopardise the improvement of an organization. Thus, JP Chase Morgan conflict resolution management is among the best in the corporate setting in the United States. The organization acts promptly in the facilitating of the resolution within work. Human resources department in JP Chase Morgan is used to facilitate effective employee coordination, and resolution within the organization.
Finally, Harmonization among the workforce in JP Chase Morgan is very effective. JP Chase Morgan prides itself for long-term stability within the organization. The harmonization to solve internal problems is very strong in the JP Chase Morgan and this has enhanced the development of the bank as a leading global financial institution in the world. (JP Chase Morgan, 2009).
Discussions
Employee development is essential for the development of an organization, and the survival of an organization depends on the quality of the management. Typically, the employee development depends on the training, which an organization can affect its management in order to enhance services and productivity. While employee development is essential, facilitation of information is essential for the smooth running of an organization. It is through easy flow of communication that brings coordination among the employees. However, organization cannot exist without internal conflict; it is the resolution of the conflicts that brings union and force within an organization, which leads to organization development.
List of references
Cottringer, W, (2009), THE FOUR STAGES OF ORGANIZATIONAL DEVELOPMENT, Self Growth, USA.
Cummings, T, G, Worley, C, G, (2008) Organization Development & change, USA, Cengage Learning.
Fagenson-Eland, E, Ensher, E, A, Burke, W, W, (2004), Organization development and change Interventions, A seven nation comparison, The journal of applied behavioral science, 40(4) pp 432-464.
JP Chase Morgan, (2009), Two centuries of stability. One-on-one service. Web.