Change Memo

In: Other Topics

Submitted By buboy15
Words 1065
Pages 5
The famous Heraclitus once said, “The only thing constant is change.” Many of us do not like change due to the uncomfortable feeling of the unknown, we enjoy our routines, or lack of confidence in ourselves. Change is an inevitable force, and affects all people, creatures and things. Organizational development is one miniscule aspect of social, corporate change that I find quite fascinating. I never knew what it was founded upon. After reading Burnes and Cooke’s article on “The past, present, and future of organizational development: Taking the long view,” I learned that organizational development has such a variety of components to it, and didn’t realize the complexity that lied within the topic. There are so many layers that we must get through to fully understand the true meaning of organizational development. The most interesting to me were that training groups were the building blocks of organizational development, the criticisms it faced, and participative management that encompasses OD.
Training groups were formed to focus on personal growth and self-development (Kaplan, 1986; Mirvis, 2006). It is quite helpful to organizations to use such groups because it’s much easier to observe a handful of people within the organization than the entirety of it. This could have been good for my current employer, Volt. Volt is currently undergoing a reorganizational change and there are many drastic changes that have been occurring. The “transformations” to be made should be aligned with our company’s vision, and they don’t seem to. Along with that, there was a lack of communication between leadership and its subordinates, because we were all just told of the changes recently. Things already took effect with very little notice and duties have a micromanagement style. It is part of my role to go out in the field and visit with our contractors and clients to maintain…...

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