Components of Roles and Styles of Organizational Development Consultants

Organization development is a logical process to implement scheduled and effective change by using research, technologies, theories and behavior in order to endorse change that will improve the performance and general health of an organization (Gary, 2005). To be specific, organizational development is a quite complicated strategy anticipated to change the attitudes, values, beliefs and the entire structure of the organization so as to familiarize it to new markets, technologies, and challenges. All these changes will require a development organization consultant to evaluate the organizations operations and make recommendations for its improvement. Organizational development consultants are in most cases hired when an organization is struggling and needs to make changes so as to maintain its profitability.

Since every business is different, the tools applied by consultants to introduce positive business changes are diverse. The roles and duties of organizational Development Consultant vary. The Organizational Development helps in enhancing the health of the organization, in case the situation of change in the organization then will be role of Organization Development to help the organization to become more healthy and effective. The Organization Development consultant should be expertise in human dynamics. The main role of Organization Development is in the relationship building in an organization. Organization Development grows the healthy relationship among all parties involved in the organization (Julian, 2009).

The ODC establishes the helping environment in the organization. ODC deals with the organization’s problem solving, assessment, team building, change management, process consultation and designing of the meetings. The organizational development consultant is an independent individual who develops the ideas for the organization to make it healthy and profitable.

There are at least four types of organizational development consultant like; stabilizer style, cheerleader style and persuader. The first style is stabilizer style. The major aim of the style is neither effectiveness nor satisfaction of participants. Using the style, the consultant attempts to maintain the low profile. In general, the style is compelled on the consultant by the organizational pressure. The second style is the cheerleader style. In this type of style, more efforts are directed to satisfaction of the members of the organization and mainly deals with motivation and morale. The style brings down the differences between the organization and individuals and it retains the harmony among the people of the organization (Gary, 2005).

The third style is analyzer style. The style puts more emphasis on the satisfaction of the members. In this style, the analyzer feels more comfortable in the environment of the organization and even if there are some problems that existed and the analyzer is aware of the solution of the problem.

Read also Relationship Between Employee Development And Organizational Development

The last style is the persuader style. This style dwells on the effectiveness, dimensions and morale. This type of style provides the organization a low risk strategy and it avoids the open argument with others.

In summary, the purpose of organizational development is to implement change; the change is done in effort to increase organizational effectiveness, similar to organizational psychology. Organizational development cannot be accomplished without to some extent delving into the realm of human behavior is the connection between organizational psychology and organizational development (Julian, 2009).

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