Imbing, Nercy T.

(Final exam)

1. How would you know when OD intervention is required to solve certain

organization problems? What process will you go through to determine the need
for one?

Determining the need for an Organizational Development (OD) intervention

involves assessing and analyzing the organization's current state, identifying problems or
challenges, and evaluating whether an OD intervention is the appropriate solution. Here
are the processes of Organization Development:

Entering and Contracting. This is the initial step in the OD process, which
involves determining the preliminary manner the company or organization's
problems or what needs to be done to be an effective company and sustainable.

Diagnosing. Focuses on assessing the organizational systems to know the need of

the company for a change or enhance their existing rules and regulations, training,
etc.

Collecting, Analyzing, and Feeding Back Diagnostic. This involves the

collecting of data, analyzing it and after we gather the data, we need feedback on
how to do it or implement it.

Designing Interventions. After knowing the data, the next is to design

interventions or strategy how to solve the problem by researching some data for
reliability.

Managing Change. In this, we must be flexible in all plans because we don’t

know what will happen in the long run.

Evaluating and Reinforcing OD Interventions. This is the last process in OD,

so this is very important, that we need to evaluate our strategy if our mission and
goals are aligned with it and if it is not effective you must change your strategy
for the betterment of both company and the employees.

2. How do the three types of organization development practitioner differ from each
other?

 Internal-External Consultants. Who offer professional services to

organizations, including their top managers, and functional department heads.
They are typically employed by a consulting firm and work with multiple clients,
including their organization. This allows them to maintain a dual perspective,
bringing external insights while understanding the internal dynamics of their
organization. Internal-external practitioners can leverage their familiarity with the
organization to navigate political landscapes and build trust, while also providing
 the benefit of broader industry knowledge and exposure to different
organizational contexts.

 Specializing in fields related to OD, such as human resource management,

organization design, quality control, information technology, and business
strategy.

 OD practitioners apply in the managers and administrators who gave gained

competence in OD and who apply it to their work areas.

3. Assume that you are the head of the HR department, and you are working with
your company’s CEO to hire an OD consultant for your organization. (a) How will
you go about identifying potential candidates and (b) what competencies will you
look for in an OD consultant?

As a CEO’s assistant, for hiring an OD consultant in our organization, I

need to identify the knowledge and skills of the OD consultant, we need to check
his/ her knowledge based on organizational behavior, diagnostic ability, basic
knowledge, or behavioral science techniques, empathy, knowledge, and flexible,
honesty, consistency, and trust. For competencies, OD consultants must have
management and organization theory which involves planning, organizing,
leading, and controlling, in this, it became an effective one in
designing/enchanting the OD structure in our company.

4. What personal skills are important to the organization development professional?

Why do you think so.?

I think there’s a lot of consideration or importance in the organization's development in

terms of personal skills. I will give 3 personal skills in developing a professional.

 Emotional Intelligence: Emotional intelligence involves the ability to understand

and manage one's own emotions and effectively navigate the emotions of others.
OD professionals need to be self-aware, empathetic, and able to build rapport with
individuals and teams. Emotional intelligence helps them foster trust, facilitate
open communication, and navigate conflicts or resistance during the change
process.

 Active Listening: Active listening is the ability to fully engage and comprehend
what others are saying. OD professionals need to listen attentively to individuals
and groups to understand their perspectives, concerns, and needs. Active listening
helps build trust, facilitates effective communication, and enables the OD
professional to tailor interventions to address specific organizational issues.
  Collaboration and Teamwork: OD professionals often work with diverse
stakeholders, including leaders, teams, and employees at various levels of the
organization. Collaboration and teamwork skills are essential for building
relationships, fostering a sense of ownership, and promoting collective problem-
solving. OD professionals need to be able to work collaboratively, facilitate group
processes, and leverage the collective wisdom of the organization.

5. In your role as an OD practitioner, what ethical dilemmas have significantly struck

you the most that you might avoid in your practice as OD in the future? Explain. 

 Confidentiality and Privacy: OD practitioners often have access to sensitive and

confidential information about individuals and organizations. An ethical dilemma
arises when balancing the need to maintain confidentiality with the obligation to
share relevant information for the benefit of the organization. It is essential to
establish clear guidelines and obtain informed consent regarding the use and
dissemination of confidential information. Practitioners should only share
information on a need-to-know basis and ensure appropriate security measures are
in place to protect sensitive data.

 Conflict of Interest: OD practitioners may face conflicts of interest when they

have personal, financial, or professional relationships that could compromise their
objectivity and impartiality. To avoid this, practitioners should disclose any
potential conflicts of interest upfront and refrain from engaging in activities that
could compromise their neutrality or professional judgment. Transparency and
maintaining independence are vital to maintaining trust with clients and
stakeholders.

 Power Dynamics and Influence: OD practitioners often work closely with

leaders and influential individuals within organizations. An ethical dilemma arises
when the practitioner's recommendations or interventions may be influenced by
personal or organizational agendas rather than the best interests of the entire
organization. To mitigate this, OD practitioners should strive for objectivity,
basing their recommendations on sound analysis, data, and evidence-based
practices. They should ensure inclusivity, actively seeking input from diverse
stakeholders to avoid favoritism or the concentration of power.
6. The Keramika case study is an excellent example of a successful OD process. Using
the OD process as shown in Keramika case, describe how the consultant, working
with the organization’s management team and HR, used OD to solve the company’s
problems. What factors and OD techniques contributed to the success of the
process in Keramika?

The technique of the Keramika case, they are vigorously researching the data,
interviewing people, and company Swot Analysis for them to know what the problem is
behind it and what are the opportunities in the market. They have a good strategy and are
well planned for us so the company will sustain itself in the market, so they hire an OD
consultant for us to help the company rise again and be financially stable. In Keramika's
case, they change everything, they enhance the training and skilled workers, changed
their design to fit the competitive market, and changed their target market. As business
owners someday, we need to be competitive among our competitors and maintain the
research and development in the company, sustainable development, and training are
required for us the employees widen their skills and knowledge so that not only the
company benefits as well as the employees.