Organizational Developement Program

A. Introduction and Rationale

This Organizational Development Program was constructed by different activities done inside the our organization. We sum it up and come up to this organizational development program.

The core of OD is the program of organization, defined as two or more people working together toward one or more shared goal(s). Development in this context is the notion that an organization may become more effective over time at achieving its goals.

OD is a long range effort to improve organization’s problem solving and renewal processes, particularly through more effective and collaborative management of organizational culture, often with the assistance of a change agent or catalyst and the use of the theory and technology of applied behavioral science.

B. General Goal

The “Kamote” organization is aiming to become competitive not only in the Philippines but around the world and to enhance the ability of each person in the organization through camaraderie.

C. Specific Objectives

·         To become the best organization that supports the needs of each person inside the organization

·         To become competitive in our field and to be able to survive even unexpected things will come in our way

·         To look at the problem as challenges and not as hindrances towards success

·         To become responsible member of the community

D. Calendar of Activities

Month	Activities
January 2 &3	New Year’s Day Celebration and Orientation of the year’s activities
February 14 & 15	Valentine’s Party and Seminar
March 30	Submission of Income Tax Return
April 24 & 25	Regional Meetings
May 24	Business tour in Palawan
June  11, 12, &13	Gift giving of school supplies
July 5	Midyear performance evaluation
August	Renovation of Offices
September 14	Workshop and reviewing of rules & regulations
October 31	Halloween Party
November 4 &26	Hiring of new employees
December 23 & 24	Outreach Program and Christmas Party & Thanks Giving Mass

E. KSA (Knowledge, Skills and Attitude) with Description

ATTITUDE, KNOWLEDGE AND SKILLS

Basic skills and knowledge are needed along with a positive mind-set or attitude in order to effectively implement the community development process. One way to think about attitude, knowledge and skills is to think about what you need to believe and feel (attitude), what you need to know (knowledge) and what you must be able to do (skills) to successfully undertake a community development initiative. Not every individual involved needs to possess all the skills or have all of the knowledge, but having a common and positive attitude really helps the process move along.

As part of the planning process, it is a good idea to assess the knowledge, skills and attitudes of community members, identify gaps and create a training plan to respond to the gaps. By doing so you will be able to build both individual and group capacity.

The primary attitudes, knowledge and skills that are needed to undertake the community development process are summarized below.

F. OD Norms

·         Change is a part of every organization, this organization is open for those possibilities and willing to adjust to any changes if necessary.

·         Sufficient observation and studies are needed before making certain decision.

·         This organization is a kind of a employee centered organization rather than task oriented organization because people are more important than the task or work to be done

·         Respect is one of the most important element that was given focus in this organization (respect yourself and others will respect you and vice versa)

·         Those who do not follow with the rules and regulation of the organization will get the necessary punishment that was stated in the official organization handbooks.

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G. Evaluation

Our organization, all in all is a cooperative one. People in the organization work together to achieve the goals and objectives. Organizations cannot survive without someone who is leading the organization, in that case leaders are respected. Leaders in return are respecting the opinions of each member of the organization. There are passive members but still most are participating and most are working with the rest of the members.

H. Recommendations

            I wanted to recommend to this organization to be more active in terms of studying the different aspect of organization, in that case they can enhance more their knowledge and can come up to a more conducive working environment.

I. Personal Learning summaries

            In this organization, I learned a lot of things like the following:

            An organization depends on each individual consisting it. Behavior of each individual might affect the entire organization. An organization depends on each individual consisting it. Behavior of each individual might affect the entire organization.

            All of us worked in organizations and we have experience the way our behavior was controlled. We didn’t simply go to work and do what we wanted to do; we did what the organizations wanted and paid us to do. All organizations have a structure of jobs.

Diagnosis in an organization is also important because through diagnosis, we can locate in which part of the organization structure is effective and which is not. Through this we can also see where the problem lies, and we can make necessary actions about. Diagnosis in an organization is also important because through diagnosis, we can locate in which part of the organization structure is effective and which is not. Through this we can also see where the problem lies, and we can make necessary actions about. Organization intervention is a specific action or program undertaken to focus the change process on particular targets. In this case organization change can be considered as intervention because change means something will be modify in the structure of organization and as you can see it is an intervention in an organization