Differentiating the Organizational Development Profession Research Paper

Differentiating the OD Profession

The profession of optimizing organizational performance is quite broad, and it encompasses several fields, practice areas, and specialties. These include industrial/organizational (I/O) psychology, organizational development, organizational psychology, organizational psychology and development (OPD), consulting psychology, change management, organizational consulting, organizational design, and management consulting. When working with clients, it’s important to distinguish yourself as an OD practitioner and to fully understand your role so that you can explain the strengths, benefits, and nuances of OD practice as opposed to similar disciplines.

In this Discussion, you identify the elements that differentiate OD from other fields.

ORDER NOW FOR CUSTOMIZED SOLUTION PAPERS

 

To prepare:

• Review this week’s Learning Resources and consider what differentiates OD from other fields that work to optimize organizational performance.
• Research the various fields and disciplines associated with organizational development, improvement, and change. Think about what OD is and what it is not.

BY DAY 3

Post briefly summarize the various fields and disciplines associated with organizational development, improvement, and change. Then discuss what OD is and what it is not. Provide examples and resources that differentiate and distinguish OD as a unique profession. Also explain how OD professionals can work collaboratively with other practice areas to provide additional benefits to client organizations.

Required Self-Assessments

In preparation for this Week’s Discussion 2, you must complete two validated instruments that will help you to discover your professional strengths, your level of emotional intelligence, and your ability to engage in the practice of mindfulness. These assessments are commonly used in professional OD practice; therefore, it is important for you to experience them firsthand. Completing these assessments will provide a wealth of self-knowledge and an understanding of how and when you may want to utilize them with your own clients.

• Strengths Finder 2.0: The Strengths Finder 2.0 assessment will identify what you naturally do best (i.e., your authentic skill sets).
• EIQ16-R Emotional Intelligence and Mindfulness Questionnaire: The EIQ16-R Emotional Intelligence and Mindfulness Questionnaire will help you to improve your emotional intelligence, emotional abilities, and emotional skills. In addition, the mindfulness component will provide keen insight into your ability to stay “present” and fully aware.

Be sure to complete the Strengths Finder and EIQ16-R assessments before Day 4 of Week 1. You will reflect on your results during Discussion 2. You will also revisit your assessment results in Week 11, reflecting on your learning and the personal/professional growth you experienced during this course.

Instructions for accessing these two instruments are provided below.

INSTUCTIONS FOR ACCESSING THE SELF-ASSESSMENTS

Rath, T. (2007). Strengths Finder 2.0 – with Access Code
Purchase the access code from the Walden bookstore. Then follow the instructions in the document “How to Access the Strengths Finder 2.0.”

Document: How to Access Strenghts Finder 2.0

MySkillsProfile. (2019). EIQ16-R Emotional Intelligence and Mindfulness Questionnaire.
Purchase the access code for this questionnaire from the Walden bookstore. Then, follow the instructions provided in the document, “How to Access the EIQ16-R.”

Required Readings

Note: Be sure to complete the Strengths Finder and EIQ16-R assessments and familiarize yourself with the results prior to reading the following resources.

 

Burke, W. W. (2018). The rise and fall of the growth of organization development: What now? Consulting Psychology Journal: Practice and Research, 70(3), 186–206. http://dx.doi.org/10.1037/cpb0000116

 

Chopra, R. (2017). 360 degree performance assessments: An overview. Global Journal of Enterprise Information System, 9(3), 102–105. https://doi.org/10.18311/gjeis/2017/16029

 

Hubbell, L. D. (2013). The multiple roles of the organization development practitioner. Journal of Multidisciplinary Research, 5(2), 71–81.

McNamara, C. (n.d.). Overview of the field of organization development. Retrieved August 16, 2019, from http://managementhelp.org/organizationdevelopment

Nguyen, S. (2016, May 9). The link between industrial/organizational psychology, organization development, and change management. Workplace Psychology. Retrieved from https://workplacepsychology.net/2016/05/09/the-lin…

Organizational Development. (n.d.) Retrieved from https://psychology.iresearchnet.com/industrial-org…

Rothwell, W. J. (2015). Organization development fundamentals: Managing strategic change. Alexandria, VA: ATD Press.

• Preface
• Advance Organizer
• Introduction

Society for Industrial and Organizational Psychology. (n.d.). You can help build better organizations by becoming an industrial-organizational psychologist. Retrieved from https://www.siop.org/Portals/84/PDFs/Students/stud…

 

Warrick, D. D. (2016). What Leaders Can Learn About Teamwork and Developing High Performance Teams from Organization Development Practitioners. Performance Improvement, 55(3), 13–21.. https://doi.org/10.1002/pfi.21559

Document: Consulting Simulation Overview and Preparation (PDF)
Review this document to get an understanding of the simulation role play you will need to complete before Week 7.

Document: Mastermind Group Overview (PDF)
Review this document to get an understanding of the Mastermind Group assignment that will take place during Weeks 8, 9, and 10.

Required Media

 

Laureate Education (Producer). (2012b). History of organizational change [Video file]. Baltimore, MD: Author.