B420GEB4505 Rasmussen College Module 1 Organizational Development Paper

by

Business Finance

Competency

Examine the role of organization development in anticipating and effecting change in organizations.

Scenario Information

An American Internet Technology company has merged with a Canadian Social Media company. Because of this merger, performance is not as optimum as the executives would have hoped; morale is low, and stress is up. The new company has decided to hire you as an Organizational Development consultant. They have tasked you with finding out the issues and what they should do next to get back on track.

Instructions

In your first days of your new role as the OD consultant, you know your first task is to complete a needs analysis for change. During this process, you have noticed a misconception of what organizational development is at the new company. The company has come to you and asked for a report outlining the importance of using the Organizational Development process for their situation, including your analysis of what they should be prepared for, such as employee resistance.

For your report, you have been asked to analyze and address the following:

  • Introduce the meaning of organizational development; what it is and what it is not.
  • What is the need for change with these merged companies?
  • How can the renewal process be used by the company to adapt to change?
  • What are potential employee resistances the company should be aware of?
  • How can the company overcome these resistances?

The format for your report should be in a business, professional format.

Grading Rubric

F F C B A
0 1 2 3 4
Not Submitted No Pass Competence Proficiency Mastery
Not Submitted Failed to provide a meaning of organizational development and describe what it is and what is not. Provided an acceptable meaning of organizational development. Described what organizational development is and what is not. Provided a thorough definition of organizational development. Also described what organizational development is and what it is not using a couple of examples. Provided a thorough definition of organizational development including a multitude of clear and substantive examples which illustrate what it is and what it is not.
Not Submitted Failed to identify the need for change with the merging companies. Identified the need for change with the merging companies. Identified the need for change with the merging companies. Supported the need for change with a nice level of detail and some examples. Clearly identified the need for change with the merging companies. Offered substantial details and clear examples to support the need for change, thus demonstrating substantial comprehension of the content.
Not Submitted Failed to describe how the renewal process can be applied by companies as a tool for adapting to change. Described how the renewal process can be applied by companies as a tool for adapting to change. Described how the renewal process can be applied by companies as a tool for adapting to change. Provided a couple of best practices for the application of this tool. Clearly described how the renewal process can be applied by companies as a tool for adapting to change. Provided several best practices for the application of this tool and described why they’re effective.
Not Submitted Failed to provide a description of the sources of employee resistance to change programs. Failed to provide best practices for overcoming resistance to change programs. Provided a description of the sources of employee resistance to change programs. Provided best practices for overcoming resistance. Provided a nice description of the sources of employee resistance to change programs. Described how and why the resistance arises. Provided best practices for overcoming resistance to change programs including general reasons for why practices identified may be effective. Provided a thorough description of the sources of employee resistance to change programs. Provided clear examples of these sources of resistance and thoroughly described how and why they arise. Provided best practices for overcoming resistance to change programs and described why these tools are effective.