Organizational Development Principles

Organizational Development Principles

Clearly stated principles are the key tool that enables any organization to have a strategy for development. The principles provide direction on which technology and tools to use in order to spearhead the organization’s project. There are principles that an organization should strictly follow in a bid to ensure workers high performance is maintained (Wheatley, 2003). In a situation where the organization does not put the principles into consideration, it may lead to wrong decisions made and the result is missing on a target about technology and tools used. The organization may end up not achieving the required performance due to taking chances. This article will focus on how Organizational Development Principles should ensure continued operation of a business.

In order to ensure the business continue standing on its feet, the application of the first principle of integrity is necessary. Integrity contributes a lot in ensuring high performance of workers and running of the organization’s system. Without integrity, achieving high performance can only remain as a dream. OD strategy should remain intact on promotion of the workers integrity in an organization (McLean, 2005). Integrity plays a major role in ensuring stability and harmony that has a great effect on the life of a business. The principle of integrity is a key pillar that brings harmony, which eventually brings success in a business.

Another way to ensure business continues to operate even after the major employer has relocated to Mexico, is through ensuring workers remain committed. Commitment of the required resources makes workers stay focused. In many occasions, OD strategy has been applied without giving it a close look that leads to little or no commitment that may lead to no success of the organization. Commitment principle can only be realized through ensuring resources are well organized besides putting up a reliable communication system. The demonstration of commitment by the employer has a great impact on the employees in an organization.

Another OD strategy is application of versatility principle that focuses on making workers adapt to working conditions, getting flexible, being innovative as well as response to issues emerging within the organization’s system (Burke, 2002). The importance of this principle lies behind ensuring that workers remains conditioned to achieve the organization’s target. Versatility principle is build through creating a learning environment in an organization. The above OD strategy will ensure the organization remains at the top with high performance.

At the heart of organizational development principle is renewal of workers and making systems wok together. The principle of renewal is closely related to principle of versatility. In order to ensure high performance in an organization, workers in charge of system integration must keep being regenerated for automatic renewal to be realized. The organization can only achieve this through having a working technology and an organizational development principle framework.

Finally, in order to ensure the continued operation of the business, empowerment principle must be used so that the workers crave for high performance. This assists greatly in bringing stamina besides promoting the urge for achieving organization’s mandate. In addition, principle of empowerment ensures vitality within the organization’s system (McLean, 2005). In order for the people to be empowered, the organization must ensure that a well-established program is in place.

An equally important factor to consider is the time within which empowerment will take place as well as the results. The principle of integration brings on board how workers attributes lead to high performance in an organization. This can work well in an organization if an effective mechanism is established. The organizational development principle is indeed the first step that any entrepreneur should take in ensuring the business remains in operation (Wheatley, 2003).


Business Organizational Development Principles



How would you apply organizational Development principles in order to ensure the continued operation of your business?

Developmental principles in any organization form the basis for strategies, operations and policies. They are the key tools through which these developmental strategies or operations can be affected. There are many principles that businesses or organizations should strictly adhere to in order to ensure continued profitability and performance. In the given case for instance the information of the likelihood of a major client segment shifting out of town should be analyzed and the appropriate principles used to mitigate the effects. This will also ensure that the business profit goals or other objectives are reached.  The wrong choice of organizational principles can lead to missed targets and ultimately poor organizational performance (Hackman, 1999).


The principle of integrity should be the first to be applied in this situation. Integrity is needed for high performance among employees and for the smooth running of the systems within the organization. Without employees integrity the attainment of goals in a business environment may just remain a dream. The step taken should work towards the promotion of workers integrity in the business because if it is lost, it will not be easy regaining. It also affects the manner in which relationships and trust is build within the organization. The trust build is also necessary for harmony and general stability of any business. Without mutual understanding, trust and harmony team work becomes difficult. The lack of team work will lead to disintegration of activities or operations within the business. This will lead to failure. Success should thus be worked on by ensuring that the principle of integrity is practiced (Lippitt, 2008).


Commitment to work and business performance is a crucial principle that has to be exercised as well. This will make sure that even after the relocation of a major client segment the workers do not loose sight of what the company aims at. They should think widely on possibilities of attracting more groups or customers to buy from them. Workers need to understand that it is their commitment and focus that will see the company through the vacuum left by the loss of a group of key customers.  Little or no attention to the need for workers’ commitment to their diverse responsibilities will lead to serious mistakes that could be avoided. This could also be made sure that employees have all the resources they need in order to remain focused to their respective responsibilities.  By doing so the business ensures that there are no excuses for non –commitment to duty. The management also needs to demonstrate their commitment to the business. By so doing the employees will be motivated to work towards success. The principle of versatility will also require employees to be more innovative (Hackman, 1999).


Application of the principle of versatility will be helpful during this period. This principle aims at making workers more flexible to adjust to various roles even those that they may not have been initially trained to do. This will ensure that more employees are assigned tasks that are critical or most important in any particular time. The relocation of a major company and one that made it possible for the organization to have high sales may require that more employees be trained on how they can sale the company products.  Even though they initially never had sales skills they can be encouraged and trained to enable them think widely and come up with solutions that can help the business run normally despite the narrowing of the market for its goods or services. Innovativeness will ensure that employees think widely and find solutions that can facilitate business operations and guarantee the attainment of company goals and objectives. This can easily be made possible by the diverse talents and creativity among employees in an organization. With the right environment and motivation employees will always be willing to volunteer ideas that can innovatively advance business interests. The principle is a key pillar because it makes employees adapt to working conditions. Become responsive to merging issues. For this to efficiently work the business has to create a learning environment through which exchange of ideas and training take place.


The principle of workers renewal can be applied. The improvement of company systems and processes, if well integrated with proper selection of employees to take up new roles will impact positively in during the training and marketing period. Any employee or system replacements that have to be done in the company should be carefully considered and discussed before decisions are made. This is because any changes or developments should be geared towards minimizing challenges and spurring organizational growth. The system changes particularly can only function if the organization as a working and efficient technology framework in place (Cummings, 2006).


The empowerment principle can also be practiced to cause increased performance during this period. When workers are empowered they will always crave for success in the business. In addition empowering the employees in the organization will assist in boosting the stamina to achieve business mandates. The principle will also assist reduce the impending challenges by ensuring that there is vitality in the different systems in an organization. For this to effectively work there has to be mechanism put in place to ensure the employees properly understand what they expect and thus get psychologically prepared to deal with those expectations.  Any entrepreneur should consider this as among the first steps to take in order to counter challenges and even sometimes unforeseen obstacles in a business. A careful application of these principles will ensure the business does not loose focus on its goals or objectives and maintain profitability (Greiner, 1998).




Cummings, T. (2006) Organization Development and Change (7th edn). Cincinnati, OH: South-Western College Publishing.


Greiner, L. (1998) Power and Organization Development: Mobilizing Power to Implement Change. Reading, MA: Addison-Wesley.


Hackman, J. (1999) Work Redesign. Reading, MA: Addison-Wesley.


Lippitt, R. (2008) The Dynamics of Planned Change in Organizations. New York: Harcourt, Brace

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