Organizational Development Program

Organizational Development Program for Talent Workshop Company

1. Introduction

An organization is a social arrangement which pursues collective goals, controls its own performance, and has a boundary separating it from its environment.

The Talent Workshop Company is an organization which is primarily concern on searching for individuals who have talents in singing, dancing, and acting.  This is established for developing the talents that are given by God.  Those individuals who are willing to join our company are very much welcome to be part of our organization.

2. General Goals

Ø      To make someone aware of his/her own talent.

Ø      To develop the skills and talents of an individual.

3. Specific Goals

Ø      To train an individual in such a way that he/she can compete with different countries all over the world.

Ø      To make everyone be collaborative with different activities in the organization.

4. Calendar of Gabay Activity

Ø      January 2011 – Recruitment of persons who are willing to develop their talents and skills.

Ø      February 2011 – Meeting with the new members of the organization in order for them to be aware of the possible activities that we will do as time goes by.

Ø      March 2011 – Start of the dancing workshop.

Ø      April 2011 – Start of singing workshop.

Ø      May 2011-  Team Building Activity for the members of the organization.

Ø      June 2011 – Start of acting workshop.

Ø      July 2011- Selecting individuals who perform best during the three workshops.

Ø      August 2011 – Meeting with the chosen individuals who will compete with the local talents.

Ø      September 2011- Competing with local talents.

Ø      October 2011 -  Competing with international talents.

Ø      November 2011 – Members of the organization will have a Halloween party.

Ø      December 2011-  Christmas party of the members of the organization.

5. KSA Activity

During the month of March, April, and June:

Ø      We will be having dancing, singing and acting workshop respectively in order to train and develop the skills and talents of  the members of our organization .

      During the month of May:

Ø      We will be having a team buiding in order to develop the so-called camaraderie for the members of the organization.

      During the month of September and October:

Ø      We will be competing with local and international talents respectively.

6. Gabay Organizational Norms

Ø      Cooperation/Teamwork

Each individual is entitled to cooperate in every activity/rule that is being implemented in the organization or by the leader.

Ø      Leadership

Someone who is selected as the leader should be respected by his/her members.

Ø      Human Relations

Everyone is entitled to communicate with the other members of the organization.

Ø      Open-minded

Everyone should be open-minded in everything.  They need to be open to different changes that might happen in the organization and to themselves as well.

7. Gabay Norms for Collaboration

Ø      Everyone should respect the opinions of everybody in the organization.

Ø      Everyone should treat someone in such a way that they are welcoming the new member/s of the organization.

Ø      Everyone should respect everybody as a person.

Ø      Don’t argue somebody’s opinion to avoid quarrelling/fighting.

Ø      Don’t be jealous with someone whom you think is better than you.

Ø      Feel free to give your suggestions and opinions that you think is useful for the betterment of the organization.

Ø      Shyness is not allowed.

8. Gabay Evaluation

We can evaluate our activities by seeing what our members got.  The success/achievement of one member is the success of everybody in the organization.

9. Recommendation

10. Personal Learning Summary

After doing different activities in this organization, I have learned a lot.  I have learned that having an organization is somehow difficult to handle especially when the members of your organization is not that cooperative and open to change.

It is important in an organization that you as an individual have self-discipline because  in creating an organization it must be first start with yourself.  

Taking It to the Net

Monitoring Dramatic Changes

1. Highlight the most dramatic behavior (people), structure, work design, and process changes reflected by the five companies.

• Wal-Mart Stores

A facelift and even lower prices kept the world's largest retailer afloat in a troubled economy.

Staring down the barrel of brutal fourth-quarter retail forecasts, CEO Lee Scott dramatically cut prices on 15,000 items - including popular toys and electronics - by 20% more than usual to lure holiday shoppers. That rocked the industry, pressuring other retailers to squeeze already tight margins.

The tactic worked: Wal-Mart grossed $100 billion, breaking its fourth-quarter sales record, and soundly beat Target in same-store holiday sales for the first time in nearly a decade. --Christopher Tkaczyk and David Goldman

• Exxon Mobil

Exxon Mobil is the oil behemoth everybody loves to hate - except its shareholders, of course. It's the most profitable company on the Fortune 500 for the fifth year in a row, raking in a record-breaking $40 billion in 2007 earnings.

But the company's near single-track focus on fossil fuels - plus its massive profit amid record gas prices - has drawn criticism from the public. An Exxon executive was recently grilled on Capitol Hill, with legislators demanding to know why the company hasn't invested as much in renewables as some of its peers.

• Chevron

The second-largest U.S. oil company posted its highest annual profit ever, with 2007 income of $18.6 billion.

Still, like the rest of the industry, its earnings from rising crude prices were pinched by increased refining costs. The company has also invested in energy alternatives, including geothermal and biodiesel fuels, and signed contracts to develop oil fields in China.

This past February, it was added back into the Dow Jones industrial average for the third time in the history of the index.

• General Motors

GM's recovery is slow going. High gasoline prices, weak auto sales, layoffs, buyouts and a looming recession helped shrink sales 12% and led to a $39 billion loss.

Still, GM remains the world's largest automaker, though it very nearly lost its top position in global car sales - which it has held for 76 years - to Japanese rival Toyota.

A two-day nationwide autoworkers strike (the company's first since 1970) resulted in a cost-saving labor deal that could make the company more competitive with nonunion rivals. It also created a trust fund for retiree health benefits, the first of its kind for autoworkers.

• ConocoPhillips

Not every oil giant was fat and happy last year. In June, the company was forced to pull out of oil-rich Venezuela following an impasse with President Hugo Chavez. The company estimated that the pullout cost it $4.5 billion and, as a result, ConocoPhillips' earnings plunged 23.5% to $11.8 billion.

But it wasn't all bad news in 2007: ConocoPhillips became the first U.S. oil producer to support mandatory national regulation of greenhouse gas emissions. It recently announced plans to join forces with BP to construct a $30 billion natural gas pipeline in Alaska.

      2.  In retracing the history of your selected firms, are there more dramatic changes reflected in the most recent five year period or in earlier periods?

      3.  Does any of your selected firms have or report on an organizational change task force?

Case for Analysis: Bayer's Major Changes in One Plant

Discussion Questions:

1. What type of change(s) occurred at Bayer?

              Since Bayer management needed to streamline operations to have more secure future in Bayer Corp.'s, they have the so called structural and behavioral change. 


     2.  What type of employee resistance to change did Bayer have to address?
               

•    The pessimistic attitude of every employee about starting a new program.  

     3.  What are the positive and negative lessons learned from how change was handled at Bayer?

               I have learned that in an organization, we need to listen to everyone who surrounds us.  Their opinion and suggestions are important in order for our plan to change will succeed.  Their participation is really an important aspect.  

              On the other hand, there are people who cannot easily accept why things change.  They are very pessimistic.  Change is the constant thing that happens in every organization.  We cannot avoid it.  So let us be open-minded in every thing that is happening around us.