From self discovery to organization development project: a developmental approach for positive change

Abstract

This paper presents ongoing action research which is derived from an actual organization development project with ABC Company. The rationale is based on the fact that the CEO and Human Resources Department did not see tangible results from previous HRD training programs whereby the emphasis tended to be placed on knowledge building while it was not evidenced as to what actions were taken by employees upon completion of these intensive training programs. Per such facts, the leadership team wanted to change the way that HRD training programs are delivered to enable employees to better cope with changing marketplace while crystallizing possible organization development projects as measures for effective training. This ongoing action research that comprises Phase I: Induction, Phase II: Interaction and Phase III: Integration. The first phase begins with self-discovery process that allows participants to recognize self strengths, then each individual person articulates his/her experience about the current organization situation; and lastly collectively translates common realities to possible organization development programs. The site of ongoing action research is taking place in Bangkok at the Headquarters of ABC Company. This action research has been carried out for the last 8 months and continues evolving. Total participant is 40. Fifteen out of 40 are CEO, COO, Executives and Director and 25 out of 40 are VP, Directors, Senior Managers, Managers and Supervisors. Sampling method is purposive sampling. This ongoing action research is based on a qualitative approach, employing the generative process to extract perspectives and ideas on how those might enhance organization productivity and effectiveness. Data gathering techniques comprise of focus-group interviews, workshops, discussions and reflection. As for data analysis techniques, they consist of categorization upon combination of all workshop outputs, summary of key points that emerge from undertaking workshops, discussion and reflection and pattern-matching based on predicted theoretical/conceptual explanations. Two research questions are to be answered-1). What is considered "strengths" of the company today? and 2). what internal OD and change initiatives can be designed and implemented to strengthen the organization vision, mission and core values? Per initial findings, it was found that 27 different organizational characteristics were collectively identified as current strengths of the organization, and 31 different ideas represent possibilities or futures which participants commonly agreed to pursue, for the sake of co-creating an organization alignment from vision, mission, core values, and actions to outcomes.