In the organization, the purpose of implement change which is improves organization effectiveness. The mangers implement change by use tools as organization development, appreciative inquiry, positive organizational scholarship and sense-making approaches. (Palmer, I, Dunford, R &Akin, G2008) In the DuPont case, they have been use three different approach to change by organization development, appreciative inquiry and sense-making approaches. However, I will discuss one of approach OD, to see how these approaches implement change at DuPont by following.
OD is creating systemic change and problem solving on improving the effectiveness of organizations and the people in those organizations. (Michael Broom, 2009) The OD approach to change such as planned change, focus on the improved effectiveness of the organization, focuses on change attitudes and behaviours, groups and teams for the key focus and so on. Organization needs OD practitioner because helps to structure activities which to help the organization member solve their own problems and learn to do that well. The skills of OD practitioners should have intrapersonal skills, interpersonal skills, general consultation skills and organization development theory. When the OD changes intervention process, Kurt Lewin developing a three-stage model of how change occurs, unfreezing, movement and refreezing. (Palmer, I, Dunford, R &Akin, G2008) In DuPont case, there are unfreezing to implement planned changes which is Tom introducing about his new ideas to improving the plant about looking for solutions to specific problem, rather in improving overall organization effectiveness, and they are learn of the NASCAR and explain the existing problem of teamwork in the workplace, also, effective supervision, high performance, and gave those leadership roles constructs to work with for making improvements, and the language for introducing change as well. That is planned change for improvement and improved effectiveness of the organization. And, approach to change experiential-based learning and group and teams for the key focus by used as the basis for experiments and leadership core team were instructed to introduce change as an experiment. Also, refreezing the changes into operations of the organization, using the NASCAR metaphor not only used to explain teamwork but also the pattern for accomplishing.
From above discussion, I know how these OD useful to help implement change in DuPont case. When decide to change organization, I can consider implement change by using OD.
Reference
Palmer, I, Dunford, R& Akin, G2008, Managing organizational change: a multiple perspectives approach, 2nd edn, McGraw-Hill Irwin, New York
http://ezinearticles.com/?Implementing-Change-in-Your-Business&id=1502026
http://www.chumans.com/human-systems-resources/defining-organization-development.html
http://appreciativeinquiry.case.edu/intro/whatisai.cfm
http://dictionary.babylon.com/appreciative_inquiry
John J Lanczycki Jr, Appreciative Inquiry Handbook: Quality Progress. Milwaukee: Jun 2009. Vol. 42, Iss. 6; pg. 64, 1 pgs
http://appreciativeinquiry.case.edu/uploads/Brief%20AI%20Overview.ppt#256,1,Appreciative Inquiry
