Organizational Development

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Given the changing environment and with the growing demand for accountability and services, fire service agencies must develop efficient and effective methods and processes. Proper use of organizational development tools can help to address these needs. Understanding organizational change is critical.

In 2005, Wayne Mondy and Robert Noe defined organizational development as "the planned process of improving an organization by developing its structures, systems, and processes to improve effectiveness and achieve desired goals." It serves as a tool for generating cultural change within an organization.

Organizational development (OD) does not provide specific directions for exactly how to proceed with change but it does provide for the planning of change. OD interventions include any number of things that will be discussed later in the course: performance appraisal, career planning and development, employee wellness among others. Survey feedback is a useful tool for gathering data that provides information for organizational planning and making decisions.

Without using the tools of organizational development, the emergency service cannot continue to meet the demands of its clientele.

Summary

In this module we have looked at a variety of topics necessary as background before focusing upon specific personnel management functions. We've looked at the interplay between the four values characterizing the majority of public agencies, a few of the contemporary workforce issues, the functions of management, the importance of a systems approach, and the concept of organizational development.

In the next module, we'll explore motivation and organizational productivity.

References

Mondy,W. & Noe, R. Human Resource Management. Ninth Edition. Upper Saddle River: Pearson, 2005.

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