Organizational Development and Change

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The organizational change theory informs change management and quality improvement based on an organization's characteristics and behavior. Before adopting changes it is necessary to undertake organizational diagnostics that require information to understand the organization. Organizational diagnostics is undertaken through organizational-level, group-level and individual-level diagnosis are applicable to analyze organizations and how strategies affect functioning and performance (Cummings & Worley, 2014). Similarly, design at the individual and group levels should be congruent with the organizational design. For there to be successful organizational diagnostics there is a need for information that is properly stored and ordered before analysis and interpretation.
Organizational development, human resources, and change practitioners rely on organizational diagnosis is to make decisions on what affects the organizations to improve operations and support changes. Recommendations are closely linked with organizational diagnostics where there is an emphasis on improved effectiveness and outcomes (Heckmann, Steger & Dowling, 2016). Each organization has their own values and culture and when making recommendations on making changes it is necessary to people’s willingness to change. There are also groups and teams and when there are changes prioritizing team functioning while also understanding team dynamics is also beneficial.
Planning and setting aside resources to support an organization requires a good understanding of the internal and external factors affecting operations. Organizations tend to be more competitive when there is strategic decision-making. Recognizing what makes an organization different compared to competitors is helpful as there are specific attributes that need to be protected. Prioritizing problems is closely linked with ho...