ECE _ DSST Organizational Behavior

A learning organization is an organization that has

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new ideas only where they feel such behaviors exact no penalties. A learning organization is an organization that has developed the continuous capacity to adapt and change. In this type of organization, there exists a shared vision that everyone agrees on. People are also willing to discard their old ways of thinking. In addition, people openly communicate with each other without fear of criticism or punishment. Furthermore, people sublimate their personal self-interest and fragmented departmental interests to work together to achieve the organization's shared vision. Organizational Development is a collection of planned-change interventions, built on humanistic-democratic values that seek to improve organizational effectiveness and employee well-being. The Organizational Development (OD) paradigm values human and organizational growth, collaborative and participative processes, and a spirit of inquiry. The change agent may be directive in OD; however, there is a strong emphasis on collaboration. Underlying values in OD efforts include: respect for people, trust and support, power equalization, confrontation, and participation. Sensitivity training is done with training groups that seek to change behavior through unstructured group interaction. Members are brought together in a free and open environment in which participants discuss themselves and their interactive processes, loosely directed by a behavioral scientist. The group is process oriented, which means individuals learn through observing and participating rather than being told. The professional creates the opportunity for participants to express their ideas, beliefs, and attitudes. The professional does not accept any leadership role. One tool for assessing attitudes held by organizational members, identifying discrepancies among member perceptions, and solving these differences is the survey feedback approach. Everyone in an organization can participate in survey feedback. A questionnaire is usually completed by all member in the organization or a unit. Members may be asked to suggest questions or may be interviewed to determine what issues are relevant. The questionnaire typically asks members for their perceptions and attitudes on a broad range of topics including decision-making practices; communication effectiveness; coordination between units; and satisfaction with the organization, job, peers, and their immediate supervisor. During a process consultation , a consultant gives a client insights into what is going on around the client, within the client, and between the client and other people. The consultant identifies processes that need improvement including work flow, informal relationships among unit members, and formal communication channels. Consultants do not solve the organization’s problems. Rather, the consultant is a guide or coach who advises on the process to help the client solve his or her own problems.
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