Organizational Development And Job Satisfaction

Organizational Development is a technique used for making change in the entire aspect of the organization, rather than focusing attention on the individuals. Organizational development plays a role in improving the organization’s problem solving and renewal processes through a more effective and collaborative management of organization structure which assure that the work teams with the assistance apply the theory and technology of applied behavioral science, including action research. OD is long zone strategy for making change.

Furthermore OD is an effort of planned work, organization wide, managed from the highest, to extend organization effectiveness and health, and through studied mediation in the organization’s processes using emphasizing behavior and knowledgeable science data. OD maybe a systematic application of science behavior knowledge at many levels, such as groups; inter groups, and organization to form new well studied modification. OD main target is high quality of labor life, productivity, adaptability, and effectiveness. It achieved this by changing attitudes, behaviors, values, strategies, procedures, and structures so the organization will adapt to competitive actions, technological advances and also the quick pace of change inside the environment. This brings us to the seven characteristics of OD that are: humanistic values, systems orientation, experimental learning, problem solving, contingency orientation, and change agent.

The theme of organizational change has received a big deal of attention within the past years, as organizations face new and sophisticated changes like never before. The sector of organization development is receiving a big deal of attention currently. The organizational development institute has additionally offered a world International Organization Development Code of Ethics. The Organization Development Network is a big organization that additionally shed the light on improving the field and giving a big to its members, and many of them are Organizational Development practitioners. There are many people vouch that OD is a sector that works from a system perspective and according to humanistic values to help people shift. Another people reply that different sectors such as trainers and community organizers, also work from systems perspective and according to humanistic values, they also vouch that OD must declare a scope for their field and give more description of OD is related to the sector that works from a system sight and according to humanistic values to improve the performance of organizations. While another group focuses on the how other people view organizations, some concentrate on the operations, structures, positions, and procedures, versus other people concentrate on the human relations and interactions. While others focus on the power, and politics, and some target the cultures and values. Nowadays the whole number of people shed the light on two things the soft skills and the hard skills, the soft skills in OD focus on coaching, leadership development, facilitation, conflict management, and process consulting. However there are many people focus on the hard skills in OD such as Balanced Scorecard, quality management initiatives (TQM, Six Sigma, etc…).

OD plays a big role in the construction sector which concentrates on quality, time, price, customer satisfaction, and having the best staff to get the job done but these companies face lot of barriers such as losing contracts to foreign companies because of high prices this problem faces many companies because of the high prices of raw materials or some of them have a middle contractor so the prices will become higher than purchasing from the main source so they face many international competition that lead them to experience challenges of low profit margins. It seems they need to become more cost efficient in order to stay competitive. The project process consists of a high number of paths which means that any deviation from the project plan is likely to result in subsequent delays that results high profit losses. This suggests that the profitability of a project is largely dependent upon the performance of the subcontractors, and the project based organization’s to coordinate them. So in order to stay competitive organizations are currently looking to systematically develop their organizations.

Furthermore there is a primary content to shed the light on in order for the organization to be more productive and challengeable which is related to employees that make big changes in the company if they are satisfied.

Job satisfaction explains how an individual deals with his or her job. It’s a comparatively new term since in previous centuries the roles offered to a selected person were usually planned by the occupation of that person’s parent. There square measures a range of things that may influence a person’s level of job satisfaction. There are several factors contains the level of pay and advantages, the perceived fairness or the systems inside an organization, the standards of operating conditions, leadership and social relationships, the task itself. Other alternatives influences on satisfaction contain the management type and culture, workers involvement, authorization and autonomous workgroups. Job satisfaction is an important attribute that is often measured by organizations. The most likely method of measurement is that the use of rating scales wherever staff report their reactions to their jobs.

Professionals engaged in construction works generally engineers, architects, and project managers play an important role in prudence workforce management, their work is important in order to facilitate an effective communication between the workers and the organization. So their responsibility also is to solve problems and conflicts arising in the workplace, something which is essential to achieve project objectives. It can be confirmed that performance of construction professionals is essential to successful execution of projects, and depends on several factors such as qualifications, management and leadership skills, ethics and motivation.

Job satisfaction can be recognized as the degree of conformity of a person regarding his or her work environment, or more formally which is related to the positive emotional state resulting from the subjective perception of the person regarding his or her work experiences. So psychological states plays a big role in increasing motivation, productivity, job satisfaction, and decreasing turnovers, use of various skills, collaborating within the production of a whole unit, overtaking of the work with reference to the welfare of others, independence and autonomy to arrange their work, and feedback on the standard of completed work.

Satisfied employees, performance and retention are very important in employee management. Good job analysis and job design, recruitment and selection exercise, training, development and other human resource activity play an important role in managing humans, however few practices have created job satisfaction a high priority in motivating staff to performance. This can be maybe as a result of they need did not perceive the numerous chance that lies at their disposal once they apply job satisfaction theories in their organizations. It's no gain in saying that satisfied staff tend to be additional committed, creative, and more productive to their organizations. Recent empirical studies additionally indicate a right away correlation between job satisfaction and worker performance in organizations. Organizations which will produce work surroundings that attract, encourage and retain hard-working people are going to be higher positioned to achieve competitive national and world surroundings that demands quality and cost efficiency that will affect organizational development in the first place.