Improving the Effectiveness and Responsiveness of Organizational Development through the OD Unification Model
Powell, William (2014)
HAAGA-HELIA ammattikorkeakoulu
2014
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201405025572
https://urn.fi/URN:NBN:fi:amk-201405025572
Tiivistelmä
The Leadership Advisor commissioned this thesis. It is an international OD consulting company that was founded in the USA in 2009. In 2012, it began expanding operations to Scandinavia and Europe. In 2013, more clients were acquired in the Australasian market. As this international expansion continues, the development of intellectual property to apply across various cultures became a priority. The areas of expertise for The Leadership Advisor are leadership development, organizational culture and employee engagement. The company’s focus is making organizations human-centric as a way to be profitable.
In addition to two years of my own literature research on human groups in the behav- ioral sciences (anthropology, sociology, psychology), qualitative research in the form of a semi-formal survey was also conducted to develop this product for The Leadership Advisor. The goal was to have a product that would improve the effectiveness and responsiveness of OD as it is impacted by leadership, culture and engagement. The parameters were that it must be minimally invasive in its implementation and as culturally neutral as possible.
The definitions of leadership, culture and engagement were explored, as was the theory behind four current OD models. A comparative analysis was conducted between the theory and what actually happens in practice in organizations. The sample included ten participants, both internal and external HR/OD professionals. Trends were documented and analyzed.
The results of this research produced the OD Unification Model. It was called this, as the biggest challenge is the current, fragmented approach to OD. The model is holistic in nature and is a non-intrusive framework that is flexible for use in any organization.
The Leadership Advisor is extremely satisfied with the model. It has been presented to a number of senior HR/OD professionals and was eagerly received. The model will be used to train new consultants as they join The Leadership Advisor. Licensing the use of the model by other OD consulting companies is also being considered.
In addition to two years of my own literature research on human groups in the behav- ioral sciences (anthropology, sociology, psychology), qualitative research in the form of a semi-formal survey was also conducted to develop this product for The Leadership Advisor. The goal was to have a product that would improve the effectiveness and responsiveness of OD as it is impacted by leadership, culture and engagement. The parameters were that it must be minimally invasive in its implementation and as culturally neutral as possible.
The definitions of leadership, culture and engagement were explored, as was the theory behind four current OD models. A comparative analysis was conducted between the theory and what actually happens in practice in organizations. The sample included ten participants, both internal and external HR/OD professionals. Trends were documented and analyzed.
The results of this research produced the OD Unification Model. It was called this, as the biggest challenge is the current, fragmented approach to OD. The model is holistic in nature and is a non-intrusive framework that is flexible for use in any organization.
The Leadership Advisor is extremely satisfied with the model. It has been presented to a number of senior HR/OD professionals and was eagerly received. The model will be used to train new consultants as they join The Leadership Advisor. Licensing the use of the model by other OD consulting companies is also being considered.