M4D2: Organizational Development Photograph of two African American businesswomen smiling and shaking handsFrom Apple to Microsoft, Best Buy to Sears, the competitive nature of the marketplace is affecting many organizations. Those that have not yet been required to change their operations may be required to do so in the near future. Use this discussion as an opportunity to review the basic tenants of organizational development and assess how this tool can be utilized to better manage the change process. Respond to the following: • Select a company that is experiencing profound change. • Briefly summarize the change in question. • Describe how organizational development could be a useful tool for that organization to consider as it embarks on its intention to change its organization. Post your primary response. Read any postings already provided by your instructor or fellow students. Remember to read the feedback to your own major postings and reply to it throughout the module. Each post should be 100–150 words and written in your own words. All quoted text must be cited using APA format (6th edition). See the Course Calendar for due dates for posts and responses. Compose your work using a word processor and save it, as a Plain Text or an .rtf, to your computer. When you’re ready to make your initial posting, please click on the “Create Thread” button and copy/paste the text from your document into the message field. Be sure to check your work and correct any spelling or grammatical errors before you post it. Evaluation Criteria Review the SBT Discussion Rubric located in the “Start Here” section of the course for more information on grading criteria. Together, all discussions comprise 20% of the total course grade.


M4D2: Organizational Development

Student’s Name





  •  Select a company that is experiencing profound change. 
  •  Briefly, summarize the change in question.
  •  Describe how organizational development could be a useful tool for that organization to consider as it embarks on its intention to change its organization.


M4D2: Organizational Development

The process of Organizational Development (OD) is a fundamental entity to provide an overall change in an organization to improve its efficiency, performance, and capacity. The OD process seals the organization’s vulnerabilities and strengthens its ability to function efficiently and in a competitive manner as the market continues to diversify rapidly.

For example, the FORD CEO Alan Mullaly embarked on a process to transform the company from its past failures turning it back to a fully competitive company in the industry. Following a continuous underperformance of Ford Motor Company, the company was apparently broken for years. In the process of turning around the performance of Ford Motor Company since taking over, CEO Alan Mullaly introduced a series of organizational changes to achieve an overall revitalization of the company (Kraemer, 2015). The experience in 2006, being its worst loss in the history of $12.7 billion, Mullaly was determined to induce effective leadership to steer the organizational development and lead to a successful comeback of the company. The main strategies in the OD process entailed realigning of personal leadership, focusing on what’s best for the company, long-term goals and strategic plans; authenticity, integrity, and generating the return.

The implementation of OD is an essential and critical tool towards implementing change and inducing adequate performance capacity of an organization. The OD process assesses the company’s operations to root out vulnerability points and ventures, and replace them with new and efficient capabilities to manage the organization (McLean, 2005). As well, the OD structures the organization to best suit the purpose of strategic plans in place for further transformations and developments. The OD process helps the organization to set out the best standards as it embarks on developing a new plan and assure of the organizational capacity to handle and maintain the agenda in an objective manner.




Kraemer, H. (2015). “How Ford CEO Alan Mullaly Turned A Broken Company Into The Industry’S Comeback Kid”. Quartz, https://qz.com/431078/how-ford-ceo-alan-mullaly-turned-a-broken-company-into-the-industrys-comeback-kid/.

McLean, G. (2005). Organization development: Principles, processes, performance. Berrett-Koehler Publishers.


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