Organizational Development ASSIGNMENT

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Conestoga College *

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MGMT8500

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Management

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Apr 3, 2024

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P a g e | 1 Analyzing Opportunities for Organizational Development Work at Northern Country Legal Services SANJAY KUMAR 8940228 ORGANIZATIONAL EFFECTIVENESS, CONESTOGA COLLEGE, GUELPH AMAL HUSSEIN DUE SEPTEMBER 19 at 11:59 PM Q-1) What is it like to work in this environment?

P a g e | 2 working in this climate offers an exceptional mix of significant work that straightforwardly helps clients out of luck, however, it likewise presents difficulties connected with responsibility, profound requests, asset imperatives, and the requirement for continuous preparation and backing. People who do well in this environment often care a lot about social justice and are determined to make a difference despite the difficulties. For people who are committed to the organization's mission and prepared to navigate the complexities of legal aid work, it can be a very rewarding experience. Q- How do you respond to Julie as a leader? Well, Julie can be surveyed as a forerunner in the following ways: Accessibility and Responsiveness : Julie is available to her colleagues. She will resolve their various forms of feedback, as proven by her reactions to Rafael's and Jean's requests. This accessibility encourages an open and informative air, which is significant for viable administration. Flexibility : Julie's readiness to adjust to the necessities of her group by changing her timetable to help Rafael with the summon issue grandstands adaptability. A good leader should be able to change directions and adapt to new circumstances, which can help keep the team motivated and productive. Critical Thinking and Navigation : Jean learns from Julie how to handle the urgent housing motion, demonstrating her decision-making skills. She likewise offers arrangements when difficulties emerge, for example, when she encourages Rafael to call a lawyer from the rundown on the off chance that she's not accessible. Acknowledgment of Individual Qualities : Julie seems to perceive the qualities and fortes of her colleagues. Monica communicates her inclination for family regulation and keeping in mind that Julie allows her expulsion admissions, this might show a comprehension of her colleagues' skills and interests. In rundown, Julie displays a few positive initiative characteristics in the given setting. She is available, adaptable, and discusses with her group. She additionally shows critical thinking abilities and perceives the qualities of her colleagues. Q-Compare Juile as a leader with some of the descriptions of leadership styles provided ? In light of the given situation, apparently Julie, as the head of Northern District Lawful Administrations (NCLS), is confronted with a few difficulties and obligations in her position of authority inside this not-for-profit association. How about we examine Julie's authority style in contrast with some normal administration styles:

P a g e | 3 Leadership that Transforms : Groundbreaking pioneers move and spur their colleagues to accomplish remarkable outcomes. Julie appears to display components of this style by accentuating the significance of finishing administrative work accurately, fulfilling time constraints, and guaranteeing that the group follows laid out strategies. Worker Authority: Worker pioneers focus on the requirements and prosperity of their colleagues. Majority rule Administration: Majority rule pioneers include their colleagues in dynamic cycles. Julie appears to embrace a more mandate approach, especially with regard to making sense of strategies and assumptions. Value-based Initiative: Value-based pioneers center around setting clear assumptions, remunerating great execution, and tending to inadequacies. Charming Administration : Appalling pioneers rouse and impact their group through their character and vision. References Donald L. Anderson. (2019). Organization Development: The Process of Leading Organizational Change (5th Edition) [Texidium version]. Retrieved from http://texidium.com Q-2) What organizational, team, and individual problems can you identify? Organizational problems  Funding Challenges  Resource Allocation  Paperwork and Administrative Burden Team problems  Training and Specialization  Emotional Drain  Communication and Procedures Individual Problems  Time Management  Competency Concerns  Resistance to Procedure Q- What Opportunities for organization development work do you see?

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P a g e | 4 Here are a few likely open doors for association improvement work: Expansion of Subsidizing Sources : Investigate amazing chances to differentiate financing sources past awards. Building Capabilities : Put resources into the enlistment and preparing of workers and graduate school understudies. Process Smoothing out: Review and streamline the procedures for paperwork and intake. Everyday Encouragement and Prosperity Projects : Perceive the close to home cost of taking care of delicate cases and execute support programs for staff and volunteers. Evaluation and Monitoring: Foster a thorough framework for checking and assessing the association's effect and execution. Support and Strategy Change: To address systemic issues related to housing and employment law. References Donald L. Anderson. (2019). Organization Development: The Process of Leading Organizational Change (5th Edition) [Texidium version]. Retrieved from http://texidium.com Q-3) How do the opportunities you have identified illustrate the values and ethical beliefs of organization development identified in this chapter? Here are a few central issues from the entry: OD is More Than Methods: The section underscores that association improvement isn't just about applying explicit instruments or methods it also includes a more extensive scope of exercises like evaluations, and discourse. Values and Morals in OD : OD practitioners' decisions and actions in client engagements are influenced by a set of values and ethical beliefs. Significance of Values: Values assume a critical part in OD since they give a system to professionals to settle on conclusions about how to continue in different circumstances. Various Core Values in Organizational Development

P a g e | 5 Interest and Strengthening : OD accentuates including representatives in dynamic cycles and giving them control and independence over their work. The Significance of Gatherings and Groups : Organizational development (OD) recognizes the significance of groups and teams and the impact they have on overall effectiveness. Development, Improvement, and Learning: Personal and organizational development, growth, and continuous learning are important to OD. Trust, Openness, and Authenticity: OD underlines legitimacy, receptiveness, and confidence in associations among hierarchical individuals. References Donald L. Anderson. (2019). Organization Development: The Process of Leading Organizational Change (5th Edition) [Texidium version]. Retrieved from http://texidium.com

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