WALMART TEAM DEVELOPMENT 8
Running head: WALMART TEAM DEVELOPMENT 1
Walmart Team Development
Name
Institution
Executive Summary
Organization development mainly involves the changes that add value to the institution where the target of the early efforts entails preparing the employees and systems to adapt to the modest adjustments. The inevitability of the change process means that organizations such as Wal- Mart must consistently introduce measures within the structures and the systems of the entity, which assist in the adaptation to the change process. To this end, this papers seeks to assess the role of the organization development in the course of developing team building and the accomplishment of team tasks at Wal- Mart. The study notes that the organization development process is critical in the context of Wal- Mart because it assists the entity towards the adaptation to the dynamic and often complex changes within the business environment, which may lead to conflicts. The research identifies that team development in such entities enhances collaboration and harnesses an aspect of strong team performance.
Walmart Team Development
Introduction
Organizational development is critical in the course of assisting the leaders to prepare and embrace the process of change, by ensuring that such leaders perceive the course of change as an opportunity as opposed to being a threat. The development process seeks to align the underlying goals of the organization with the people and process with the view of ensuring that there is a focus on improving effectiveness through a systematic and well- defined process. The process of organizational development, therefore, guarantees change and performance within the immediate environment. The organizational development process allows the entity to adjust to the rapidly evolving and somewhat complex business environment. The organization development process, in this case, may refer to the field of behavioral science where planned changes which focus on the successful transformation of organization systems and the structures within such settings. In the case of Wal-mart, the process of organizational development would form an essential premise in the course of enhancing the ongoing operations of implementing and effecting change.
Aims
This study aims at providing an analysis of the various ways that Wal- Mart stores could use to promote the team and organizational development outcomes. The paper focuses on the various programs and approaches, which enhance the organization development process and the various aspects, which improve the course of achieving team development. The paper will also place specific emphasis on the evaluation of the purpose of the organization and team development process and the possible benefits that these outcomes have in the case of Wal- Mart. Finally, the paper also aims at providing an analysis of the possible adoptive models that the Wal- Mart may adopt in the course of enhancing the process of coordination, collaboration and collective resolution of problems within the teams.
Organization and Team Development
Some of the programs that organization development promotes involve the diagnostic activities, team-building, interdependent group tasks, a survey of feedback, education, and training, and process consultation among others (Anderson, 2016). The diagnostic activities enable the identification of reliable data that assist the organization to project its opportunities and strengths towards an improved strategy. The diagnostic activities promote organizational performance besides enhancing group and individual development, which are central to team development. Another aspect of organizational development that relates to team development is team building, which is crucial for the growth of a firm. Team building at Wal-mart is an activity that has been notable in developing the team and improving the performance of the different teams. Through organizational development, it has become possible to promote training and education, which further empower the teams. In this case, it is clear that the activities promoted through organizational development are critical for team development at Wal-mart.
Organization and team development would require active use of knowledge obtained from the institutional sciences. This knowledge is vital as it is derived from several fields that provide various model, strategies, and theories. The effectiveness of organizational and team development is highly dependent on the knowledge. Teamwork knowledge obtained from institutional sciences and various training programs have considerable implications for the performance of a team. The knowledge gained for the development of an organization stem from several interrelated disciplines such as economics and sociology.
The focus of organizational development is the planned changes occurring within the human systems and contributing to the sciences and knowledge regarding the dynamics of complex changes within the society. The humanistic approach to organizational development affects the necessary changes notable in human beings, which further lead to the reorganization of people. These modifications influence the attitudes and perception of individuals and lead to cooperation, creativity, and motivation. Consequently, an organization attains improved organizational performance. For Wal-mart’s team development, understanding the human systems and the importance of people as a means of change ensures that the firm has the right mix of skills.
Wal-Mart stores should adopt a model of collaborative and interactive diagnosis and action, which requires the coordination of the various stakeholders including the leaders, employees, and development professionals in the identification and resolution of problems as well as the exploitation of resources. Through the collaborative and interactive diagnosis, the Wal-mart’s leaders and other members such as the employees work together towards solving problems and exploiting opportunities. The collaboration is effective in team development because it ensures that all the members participate. Adoption of the collaborative and interactive diagnosis emphasizes the values of each member’s contribution to a group’, which lead to the continued development of an individual, a team, and the entire organization.
It is essential to develop a plan for organization development, which would require organization-wide participation and a top-bottom management approach to increase its effectiveness and ensure the implementation of the necessary interventions through the knowledge acquired from behavioral sciences (Burke & Noumair, 2015). The organization-wide participation is paramount in any firm because members in any company have unique sets of skills and abilities that can be essential in addressing various problems. Behavioral sciences have shown the importance of including team members in the process of decisionmaking. Members are likely to feel motivated and own the process. The top-bottom management is another crucial strategy that would be crucial for team development because the leader presents clear expectations and goals and give the workers sufficient time to execute their tasks.
Discussion
Organization development is one of the most critical aspects in an organization because it influences the culture. The culture is inclusive of the structures, values, attitudes, and beliefs towards various activities such as the adoption of emerging technologies, change, and markets. Organizational development has been essential in promoting efficiency in the different organizational processes, structures, strategies, employees, and the culture. It further aims at developing creative solutions and self-renewing capabilities. Scholars such as Burke (2017) agree that organizational development is an aspect that occurs within the scope of behavioral sciences through self-analytical and reflexive approaches.
The attainment of development for groups and individuals is dependent on organizational processes such as the formation and functioning of groups. Institutional growth should consider the importance of individuals and any internal and external factors that might influence their contributions or actions within the organizations. In this case, Wal-mart should consider the employees, their different abilities, and the roles they play in the achievement of team and organizational goals. The institutional growth incorporates planned changes that assist groups, individuals, and the organizational system to achieve high-efficiency levels. The planned changes that affect humans in a system are characterized by hard work, common sense, and implementing knowledge-oriented and goal-oriented systems on the issue of institutional dynamics and relating factors (Cummings & Worley, 2014). These concepts are crucial to the attainment of team development and overall organizational growth.
Organization development seeks to promote fitting and acceptability between organizations, teams, the environment, structures, strategies, and processes. Through the organizational development, there is consistency in the activities of individuals and teams in a company. The organization development efforts are planned and sustainable efforts where the leaders and other stakeholders in the firms encounter awkward situations and seek to change them. Making effective changes that involve the participation of all members is a crucial way to enhance team development and consequent organizational performance.
Conclusion
The primary characteristic of organizational development is that of profound participation and inclusion of numerous individual to promote a particular course, which in this case is team development. The growth process aims at resolving the various issues that individuals within the teams encounter such as low levels of morale, productivity, quality, conflict, and unclear objectives. It promotes the adoption of the appropriate leadership approaches, strong team performance, implementation of the necessary structures, the creation of sophisticated design tasks, and provision of adequate focus on environmental issues, which improves the customer relationship. Adoption of organizational development at Walmart is a crucial step towards the development of teams.
References
Anderson, D. (2016). Organizational Development: The process of leading organizational change. Thousand Oaks, CA: SAGE Publications
Burke, W. & Noumair, D. (2015). Organization Development: A process of learning and changing. New Jersey: FT Press
Burke, W. (2017). Four Trends Shaping the Future of Organizations and Organization Development. OD Practitioner, 49(3), 14-22.
Cummings, T. & Worley, C. (2014). Organization Development and Change. Stamford, CT: Cengage Learning