Organizational Development Program

VERY SUPPPORTIVE FRIENDS

For Very Supportive Friends Organizational Development Program

A. INTRODUCTION

Organization is highly grouped with qualitative standard, quantitave approach and strategies which promote every individual with the organization the opportunities to meet many possibilities to succeed or to fail.

Many organizations might different somehow but all are wanted to form organizational development which making them all the same—in creating organizational development program.

In addition, this contains the organizational development program for Very Supportive Friends or VSF to maintain its harmonious and productive working endeavors, within the organization up to its social concerns.

Part of these is the learning activities for the progress of aspiring general managers of VSF organization.

B. GENERAL GOALS

-VSF organization is looking forward to be highly competitive organization, with high standard of people, product, plans and performance. VSF organization is aiming to get on top of the rest that which labeled with great success through expanding the organization itself starting from the lower matter up to its entire concerns.
By developing the organization workforce is attaining their individual and social responsibilities and performances for the success of the organization.

C. SPECIFIC OBJECTIVES

*To identify the individual and group ability in order to come up with one interconnected performance which will be assessed after 6 months.

*To appreciate the essential of all organizational undertakings for the good of entire organization.

*To value that the most important foundation of an organization which is the people working within it.

*To show their individual endeavor through self-assessment that would be asserted every 6 months of the year.
To apply the recommended or suggested practices that they might have done during 6 months.

D. CALENDAR OF VSF ACTIVITIES

WITHIN 6 MONTHS:
JANUARY TO JUN:
Daily DIARY (SOCIAL AND WORK UDERTAKINGS)
PROPOSAL PRESENTATION
ACTION PLAN
TEAMBUILDING
POWER POINT PRESENTATION
SELF-ASSESSMENT (SWATS PROGRAM)

E. CLASSIFICATION OF ACTIVITY

-This activity will cover up three essential domains of individual and so people of this organization will be able to work for the entire needs of the group.

AS KNOWLEDGE,

VSF organizational development program is named as SOCIAL AND WORK ATTAINMENT THROUGH SELF-ASSESSMENT Program (SWATS Program) which is focused on the ability of individual’s mind in creating ideas, generates the best concept to share for the success of organization to remember every bit of details in making good organization and so as to gain good self assessment after every 6 months of the year.

AS SKILLS,
Self assessment program is not just after the mind’s capability of people in an organization but how do people could make mind’s ability into action, this self-assessment motivates individuals of the group to perform with quality effort in order to give success to its entire colleagues.

AS ATTITUDES,
Importantly, the attitude that makes an organization maintains its consistent performance. People aside from bosses, are the ones who make the organization go round. This program would test the patience to continue working positively and competitively.



*VSF DESCRIPTION

SOCIAL AND WORK ATTAINMENT THROUGH SELF-ASSESSMENT PROGRAM (SWATS Program)

-This Organizational development program is held every 6 months of the year. People of VSF organization is required to write down their daily accomplishment and social working and when SWATS Program during that day would held, their accomplishments would assert their 6 months accomplishments through evaluating their daily attainment together to come up with good self-assessment. SWATS Program is like reporting the work endeavor to measure how much the progress of an individual that might affect the organization and contribute in the operation of the organization
- The president or the general manager of the organization might be the one to lead the program; after all, they are the ones to give recommendation for the output of the person.

-Listing down of daily accomplishment of the people in the organization is also a part of SWATS program.

*VSF COLLABORATION

-People with organization is collaborating with one another to obtain one and meaningful goals.

*VSF ACTIVITY

Upon conducting the SWATS Program (SATURDAY, JUN 25, 2011):

Organization will be divided according to department. Each would give intermission to entertain their colleagues.

And then, each department would name their group according to the status of their accomplishments. They ought to give each letter of their name with one specific word to describe them.

To justify, self-assessment would be held by individual through writhing it down generally. And put on to the SWATS box to be drawn by the general manager or the president whoever will be pick would start to self-assess him/herself added by giving questions from the general manager or the president and after all hearing it, recommendation would follow.

DO’s and DON’Ts:

Do:

-upon the activity, people of the organization should strictly follow the terms and conditions as set by the rules.

-people of the VSF organization is encourage to express his/herself freely but not to the extent that would badly affect the organization.
-work with motivation, with eagerness, perseverance and develop working with industry.

Don’t:

-don’t make any action that would not favor to the organization.

G. VSF ACTIVITY’S NORMS

*Expectation- everyone is expecting much for themselves and wise versa with other members of the group.

*Initiate leadership- people of this organization are used to initiates leadership.

*Courtesy-people of this organization knows to communicate politely with their colleagues.

*Working with eagerness-zealously working with one another for the betterment of the organization.

*Communication-communicating with one another within the organization and it helps to boosts understanding and develop work collaboration for better performance.

H. VSF EVALUATION

-Social and work attainment program or (SWATS PROGRAM) is a good program for an VSF organization because it can encourage people to work with eagerness because this let them to share their social, work and personal achievements to an organization that would start to build their good perspective and to continue working passionately with the organization in which they are belong.
-This SWATS program is a kind organizational development program that really focuses on the people for only people of an organization are the ones who make the success of it.

I. RECOMMENDATION

-VSF organizational development program might be more better to accomplish if all people of the organization has been gotten the chance to self-evaluate themselves verbally, if allotted enough time for them so that everybody would have the opportunity to hear their attainment and they would have the assurance that they are being attended by attention. And with that the entire organization would be successful because the people that they are cared about for the reason to maintain the forceful and productive organization is performing much of what they are expected.
SWATS PROGRAM might also have done giving opportunities to people of the organization to give their plans about the organization to maintain and expand its harmonious working circle.

J. PERSONAL LEARNING SUMMARY

-Organizational development program of Very Supportive Friends is all about the people within the organization, and it is about focusing on their social and work attainment by assessing themselves to know more their capability to work for good.
I’ve learned that it is very important that we give emphasis to people of the organization because they are the ones who make every organization operations’ possible and superb. Organization depends on the good performance of the people and it is known and developed by focusing on their personality as a whole and how this personality would work with the other people of the organization for its success.


APRIL ROSE S. MENDEZABAL
BSOAD-COED 3B

ORGANIZATIONAL CHANGE

MANAGING ORGANIZATIONAL CHANGE AND LEARNING

Discussion and Review Questions:

1. Why is diagnosis so vital in organizational change programs?

* Diagnosis is important because it can help to monitor the following production based on the problem or any circumstances that occurred in the previous undertakings of of organization.
Diagnosis helps to promote good developmental changes for an organization through studying the cause of problem by gathering information to correct or to do better plan and action in the present situation of an organization.

2. Explain the concept of Organizational intervention and why any particular management or organization change can be considered an intervention.

* Intervention- a specific action or program undertaken to focus the change process on particular targets.
- taking actions toward best changing process of an organization by focusing on what is the problem of a certain organization.

* Organization change can be considered an intervention because once an organization undertake changes, they would probably undergone intervention program to formally arrange or plan the best changing process for an organization.


3. Might some managers attempt to implement a particular intervention, such as TQM, without first diagnosing whether the intervention would be appropriate for their organization's problems?

* attempting to have particular intervention without first diagnosing whether the intervention would be appropriate for their organization's problems is quite hard because specific problems and pointers would not be given or would not be specify when conducting a programs related to intervention. An organization would be harden to get particular things to focus on without knowing the specific problem of their organization and they would not get the best idea to apply on that particular matter of their organization which is the process of organizational change.


4. Evaluate the ethical issues associated with downsizing an organization by reducing its labor force to increase the organization's long-run chance of survival. What other ethical issues can you identify in the practice of organizational development as you understand it thus far?

* Downsizing organization is probably a big no no for the employees for this may be their only source of living but the fact that only the organization's long run-chance of survival is what matter most, it can be the only way to surpass the problem of an organization.

* Downsizing, for me, cannot be called an organizational development because the fact that a certain organization decreases its workforce is not meant to be good for growth, but good to avoid total decline of an organization.

* Other Ethical issues are selling shares or stocks to other companies with good integrity and managerial specialties and/or to collaborate with other organization so as to success of one would be the success of another.

5. Describe the relationships among the steps of the change model depicted in this chapter and the process of unfreezing-new learning-refreezing. Which steps of the model are related to which elements of the relearning process?

* Unfreezing the old learning is one of the most used of an organization, lots of experiences in which learning is composed of are the first to consider. People who are oriented with an old ideas find it hard to swallow new learning, skills and development. Those people have lots of things after in an organization that is supposed to change.

* Movement to new learning is allowing new possibilities, opportunities, ideas and any other learning through trainings can be absorb in a manner of careful and sensitive teaching.

* Refreezing the learned behavior occurs when feedback and reinforcement from other people are given. Refreezing the previous things learned in order to comply which according to the feedback of other people.

6. How is the appreciative inquiry approach to organizational change different from a problem-solving approach?

* Appreciative Inquiry let the organizations to be positively in control of organizational change through Diagnosis and presentation of positive characteristics of changes, the process and outcomes. it helps the organization to face certain changes positive and give positive outlook in any process of uncertainty in an organization; and

* Appreciative Inquiry approaches an organization to look forward for better development through evaluating the problems of previous undertakings, unlike the problem-solving approach, although it gives solution to a certain problems, it only goes to show that problems may always occur and resolve but it never been prevented.

7. What would be the characteristics of an organization or situation for which the use of reason would be an effective approach for managing change? Are such organizations and situations relatively rare?

* Reasonable Risk Taker:

- An organization should always expect changes and so risk of planning, reproduction are possible, such as investing some of your gradually succeeding business's stocks in order to expand the circulations of business, therein, changes occur such as implementation of rules, exchange of superiority, other managerial plan, personnel and the process of your production might also be change and the risk should already expected.

- This kind of situations are relatively rare, especially to all organizations where competitions are also present so taking risk should also consider.

8. Explain why a change program should be evaluated and why such an evaluation is so difficult to conduct.

* Change program should be evaluated in order to know if such changes have done better things for the improvement of an organization or it just became even worst.

* Evaluation is too hard to conduct because it has a wide scope of evaluating field to consider such result of evaluation. The elements of organization is big and it composes a lot of factors and sections to come up with valid and reliable result of evaluation.



SUBMITTED BY: APRIL ROSE S. MENDEZABAL
BSOAD-COMPUTER EDUCATION 3B