Alelei Palero Bungalan
BSBA-HRDM 3RD YEAR
OFFLINE
HR6 Final Module
Implementation and Assessment of OD
III. Rev-up!
AT 1: Review Questions. Answer each question in no less than three sentences. 20 points
each number.
1. What is the relationship of performance management to OD? Explain.
The relationship of performance management to organizational development is it helps
the managers to maximize the capabilities of the employees in improving the organization’s
practices, systems, and techniques. Organizational development focuses on the entire
organization while the performance management is more on the employees’ performance. With
both of it, they will be for sure produce the highest-quality work most efficiently and effectively.
2. If OD fails, who is to be blamed? Explain.
The top management should take the blame since they are the one who facilitates, make
plans, and approves the projects. The top management takes actions on request, assists in conflict
resolution, and provide continuous feedback; therefore, they should also take care of it in case it
fails. Since they provide leadership and direction, they must be accountable in wide variety of
management system processes including failures.
3. How would you ensure that a good feedback system can lead to better organizational
performance?
Good feedback system helps to improve organizational development because it can get more
honest feedback. Honest feedbacks will be the way to know if the organizational development
reached its goal or not. This will help to know what are effective or not.
AT2. Short Exercise. Explain your answers.
1. How are you going to reward employees who participated in initiating and implementing OD
process? Elaborate. 30 points.
Monetary reward is the best way to reward employees. This will help them to be
motivated in improving their performances. Extra income will retain employees and create high
performance culture.
2. Think of possibilities that OD management and implementation might fail. How would you
ensure that you will successfully implement OD change process? Cite example. 30 points.
Lack of communication is one of the possibilities to fail. It is not about failing to communicate
what change it will be but communicating why we need change. Let them know what this
change is for and make them embrace and understand it. If the organization knows why we need
this change, the organization itself will help for the betterment.
Teaching-Learning Activities.
TLA 1: Reaction Paper. 100 points.
Write your reflective journal in our one semester discussion about OD process. Limit your
discussion to three paragraphs.
In this semester, I learned that no matter what you are; a student, teacher, parent, you can
help to make a change in the society just like in organizational development. To perform
organizational development, from top management to low level needs cooperation to achieve the
change they want. Each of us have roles to portray and use it for the betterment.
Organizational development is just like personal development. When we know that
something is wrong within ourselves, we always find ways to be better and set goals to achieve.
Just like in organizational development, when the organization detects a problem, the
management will get rid of it by making solutions and setting goals.
TLA 2: End Chapter Discussions. 20 points each.
1. What are the three factors of selection in OD intervention?
The three factors of selection in OD intervention are applicability, feasibility, and
acceptability. Applicability is when an intervention is incapable to address the problem and holds
a promise to solve it. Feasibility is when the intervention suits to the client’s system.
Acceptability is when the client’s system accepts the interventions to achieve desired results.
2. Discuss the prerequisites to success of OD.
The top management should be aware about the problems since they decide the time,
effort, and money that will be invested during OD programs. It needs to have a behavioral
science consultant to diagnose the problem. The OD effort should have human resource people
and should be in line with the current personnel policies and practices. The organizational
personnel need to be knowledgeable enough after being taught by the change agent. The change
agent and the organizational personnel should work together efficiently and understand where
the organization is heading since they will be the one who will monitor the OD effort. The
change agent needs to make a preliminary diagnosis, gather data, feed it back to the personnel’s
and develop a plan of action and follow-up. The OD effort to be truly successful, must be
monitored in terms of checking on the personnel attitudes regarding what is going on and
determining to the extent to which
the problems are identified and being resolved.
3. What are the basic components of assessment of OD? Explain each.
Goal setting is when the manger explains to the subordinates what the goals are clearly.
Performance appraisal is a feedback system that directly evaluates everyone in regards with their
respective jobs.
Reward system is when the organization gives rewards to the employee to motivate them to
participate and enhance their productivity.
4. Discuss how the OD practitioners assess the OD and change in the organizational
performance.
OD practitioners recognizes the needs of the organization and acts as consultants. They
help, advise, coach, facilitate, and collaborate with the company’s leaders. They must
demonstrate the ability to influence and engage effectively.
