Essay Sample on Organizational Development: Maximizing Resources for Improved Performance

Introduction

Organization development (OD) today has become a core objective of most if not all establishments situated in different parts of the world. Additionally, that is because it is a phenomenon defined by a range of positive corporate performance aspects such as improved workers' productivity and elevated profitability for an establishment. To secure OD, organization leaders must learn how to allocate the available corporate resources appropriately, in order to improve the overall efficiency as well as productivity of workers in executing the responsibilities. Work-life balance is also an integral phenomenon that is essential in promoting the attainment of OD in most institutions. In a high-productive organization, workers must learn how to balance their professional roles in the workplace environment with their personal or social responsibilities in day-to-day life. Organizational leaders must learn how to couch their personnel on how to plan, achieve and maintain a state of work-life balance an effective strategy for promoting workers' high productivity and elevating an institution's rate of OD.

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Discussion of OD Process Solutions

Diagnosis

In OD, the concept of diagnosis can be employed to address a range of issues that may affect the overall performance as well as the productivity of an organization. In this case, diagnosis is the process through which organization leaders locate or identify the source of a particular problem affecting an institution's effectiveness in executing its functions. Moreover, through diagnosis, changes required in an organization system's structure, as well as the entity's human resources facilitating the problem, are investigated to permit the implementation of an effective solution. Today, the correct use of the diagnosis process can help an organization to manage its performance levels and it can also permit workers to achieve a healthy state of work-life balance. Subsequently, this enables an organization to promote its overall performance in its market environment and also to secure related benefits such as elevated revenue generation or profitability.

Change Management

Managing change in an organization is also an imperative undertaking that should be executed by organizational leaders to promote an entity's ability to secure a positive OD. Change, in most cases, is often faced with resistance, largely by workers and to a small extent, the other stakeholders in an organization (Amjad & Rehman, 2018). As such, there is great need for the management team in an organization to identify the right strategies that they can employ to manage any opposition to change in a workplace environment (Amjad & Rehman, 2018). Examples of effective strategies that have been validated by research as effective in managing change include the use of proper communication strategies, such as regular meetings, to communicate change in an organization (Simoes & Esposito, 2014). Subsequently, with no resistance to change, it is possible for organizational leaders to deal with issues related to performance management and employee or organizational work-life-balance.

Description of Issues Related To Individual Work-Life Balance

Maintaining a healthy individual work-life balance can have a substantial positive impact on the performance of an organization. Contrary, failure to achieve an ideal individual work-life balance in an establishment can lead to problems that may have a long term impact on the overall performance of an establishment. There is a range of issues that are related to poor management of work-life balance in an organization. Examples of such issues include an overall decline in the level of workers' productivity in executing or completing their assigned functions. Poor work-life balance may also lead to an elevated level of workers' absenteeism in an organization (Atheya & Arora, 2014). Also, poor-work life balance could lead to high levels of stress among an institution's personnel (Atheya & Arora, 2014). Collectively, if such issues are not addressed effectively by an organization's management team, they can result in an overall decline in an entity's performance in achieving its desired strategic objectives.

Organization Support Systems for the Individual Work-Life Balance

There are several organizational support systems that can be utilized as effective tools of helping employees to manage the work-life balance while executing their functions. First, an organization's management can create strict policies governing the duration of time that an individual is supposed to be working in an organization. In this case, excessive overtime should not be permitted for workers so as to ensure that they have sufficient time to rest between working hours. Second, an organization's management can establish a work-life balance program in the workplace environment. In this case, workers can attend such work-life balance programs to be coached on how to manage their time effectively, both in the workplace environment and during their social or family environment. Additionally, such programs can be established as workers' welfare improvement support systems to employers in an organization. Collectively, the two stated support systems of work-life balance among others can be employed by organizations to promote the overall performance of their workers.

Description of How Can Healthco Become a Top Work-Life Balance Company

There are ranges of strategies that can be employed by the Healthco Corporation to become top in promoting work-life-balance in its market environment. Examples of such strategies include setting up specific performance goals and timelines for their employees. Also, Healthco Corporation can also establish clear policies that dictate the time when workers should report and leave the workplace environment. Also, Healthco should adopt effective strategies for solving all work-life balance issues that may be reported by the organization's personnel. Lastly, Healthco should establish a wellness management program for its workers. The program should be focused on improving the quality of life the company workers have in the workplace environment when executing their roles and responsibilities.

Conclusion

In conclusion, organizational leaders must learn how to couch their personnel on how to plan, achieve and maintain a state of work-life balance. Additionally, that is as an effective strategy for promoting workers' productivity and elevating an institution's rate of OD. Additionally, OD process solutions or strategies such as diagnosis and change management can be employed by managers to address issues in performance management, employee and organizational work-life balance, benefits, and programs in an establishment. Also, the work-life balance issues that can be evidenced in an organization include an overall decline in the level of workers' productivity in executing or completing their assigned functions. Also, other issues that may be recorded due to the prevalence of poor work-life balance may include an elevated level of workers' absenteeism in an organization as well as high levels of stress among an institution's personnel. There are two examples of organization's support systems that can be employed to promote workers' work-life balance and they include the creation of strict policies for governing work durations for staff and establishment of work-life balance programs in the workplace environment. Lastly, some of the effective strategies that a company can use to become a top work-life-balance entity include creating a wellness management program for workers, creating clear policies for working-periods and solving all work-life balance issues on time.

References

Amjad, A., & Rehman, M. (2018). Resistance to Change in Public Organization: Reasons and How to Overcome It. European Journal of Business Science and Technology, 4(1). https://doi.org/10.11118/ejobsat.v4i1.129

Atheya, R., & Arora, D. R. (2014). Stress and Its Brunt on Employee's Work-Life Balance (Wlb): A Conceptual Study. IOSR Journal of Humanities and Social Science, 19(3), 57-62. https://doi.org/10.9790/0837-19355762

Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: how communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341. https://doi.org/10.1108/jmd-05-2012-0058