Dr. Felina C.

Young

Professor

Nur-Ailyn S. Isnaji

Student/ Master of Arts in Nursing

Course: Organizational Development

My Biggest Mistake as a Consultant

Harris L. Friedman, PhD

In creating a nonprofit corporation, He inadvertently created a damaging dual role. He

held considerable unofficial power as the organization's founder who had handpicked its
board. He analyzed his failure from the perspective of transcultural competence and
through the Code of Ethics.

As Peter Wilkinson stated, change consultants need to learn from their mistakes to
engage in learning effectively. And Wilkinson as a psychologist, helped people
incapable of successfully managing their own lives. He says the state had a hidden
agenda in closing a residential facility to save money. Youth languished in mental
hospitals for months or even longer after crises had resolved, he says. He offers to
provide contracted case managers to get these youth out of mental hospitals more
quickly.

A case manager sued a nonprofit for wrongful termination of her employment. She
argued that she could not be barred by a mere contract from reporting illegal activities.
Case managers were allowed unfettered access to enter facilities in which they might
encounter wrong-doing. But they were not allowed to report it, creating an ethical bind,
says Peter Wilkinson. Paul Callan: I let down the developmentally disabled individuals
whom I was trying to help by not intervening.
 In this article, a nonprofit corporation is being discussed, how mistakes were
made up by a certain individual, with perseverance to help oppressed individuals
however improper management was been conducted. With what I learned from Dr.
Young’s explanation regarding transcultural competence, it is every human who lives as
a member of a human society becomes culturally competent to the degree that he or
she is socialized and learns to participate in a particular society. It was explained by Dr.
Young how globally organizational development affects every individual through
mentally, socially, and emotionally. Of course, expertise as a psychologist or any given
profession matter and would lead an organization to be successful, however, being
competent generally in all aspects play a huge role in managing an organization.
Mistake in an organization is not tolerable as it may lead to illegal conduct. As I listen to
every explanation made by Dr. Young, to be able to let employees stay, trust and fair
judgement must be established, practicing illegal is intolerable. Learning effective way is
the key to run an organization and not to depend on someone or from the government
as every decision is up to the head management. When structured plan is grafted well
and allocation of necessities is managed, mistakes will be folded by fruitful outcome. To
sum up, a psychologist however in conclusion to the article simply explained how the
author handed over to the government’s initiation in correcting the wrongful act yet it
was a huge mistake to rely on. As there is no evidence that government will come on
the way and correct the wrongdoings of those concerns. Since the nonprofit corporation
is under a law of its jurisdiction, government has special role.

Hence,I strongly believed on what I learned from Dr Young. That in an

organization wether it is a public/private, everyone can commit mistakes, learn new
things, implement structures, and the most is everyone is capable of change and not by
the will of others but by the will of oneself, as we decide and run our own fortune.
Dr. Felina C. Young

Professor

Nur-Ailyn S. Isnaji

Student/ Master of Arts in Nursing

Course: Organizational Development

The problem of fear in TQM – causes, consequences and reduction methods – a

literature review

Fear appears when TQM (Total Quality Management) is improperly implemented or

when resources are badly allocated. Fear is also caused by authoritarian leaders or by
the irreplaceability of leaders. Organizations may have to deal with fears of change,
assessment, failure to achieve planned results, loss of power, punishment, exclusion
from a group or organization, as well as fears experienced by employees due to
improper management styles. The consequences of fear of losing power may include
seeking new employment, declining motivation and satisfaction, or improper use of
power. Fear of others hinders decision-making processes and causes difficulties in
performing more challenging tasks. Fear can be reduced in many ways, such as
through proper communication and a change-friendly environment. The paper
concludes that the lack of managerial competence is a source of most fear problems.
Lack of competence means a lack of knowledge and skills on the implementation of
change, communication, team building and empowerment of employees.
 As what was discussed in the lecture regarding Total Quality Management, it
was a beneficial learning as it talks about costumer satisfaction. And for a Nursing
profession, it is patient’s satisfaction. TQM is when all members of an organization
participate in improving processes, products, services, and the culture in which they
work. It is a total package according to Dr. Young, because an organization will not run
smoothly once employees are not working hand in hand. With the lecture of TQM,
running an organization is difficult but with much tactics and cooperation it will lead to a
success. She sited and example of a restaurant with proper TQM, if the restaurant is
clean, food has great tastes, and employees are hospitable with overwhelming
leadership, the restaurant will surely progress and costumers will be satisfied, and even
advertise to some groups about restaurant’s excellent service. Managerial competence
is what is needed to run a company/business, as what was explained, a leader must
possess a strong leadership management style to be able to overcome fears. When a
leader is incapable of handling stress and problems, definitely an organization will shut
down. Discussion of stress was also mentioned in the lecture, how stress affects
performance of leaders and employees. According to Dr. Young, if we are beaten up by
stress, it would resort into total destruction and breakdown. A healthy environment and
relationship is what we needed to attain medium of excellence in our workplace,
however if one is in distress mode, it will create a red flag and disturb the whole
performance of all employees. Consequences of improper implementation of Total
Quality Management plays a huge impact holistically in overall output of a company as
man power is the leading source of each organization and once every employee is
disturbed along with incompetent leader, drastically the organization will be at the pit of
the ground.
Dr. Felina C. Young

Professor

Nur-Ailyn S. Isnaji

Student/ Master of Arts in Nursing

Course: Organizational Development

Towards A Culturally Sensitive Approach To Organization Structuring: Where

Organization Design Meets Organization Development

This article describes a holistic model of intervention aimed at achieving

transformational change. It brings together the organization's design and organization's
development. It advocates a culturally sensitive approach to organizational structure.
The article avoids the specific choice of design details or the offering of organizational
archetypes. It focuses on the delicate processes by which the relationship structure of
culture can be reconstructed.

Specifically, this article describes the intervention of the trust in the English National
Health Service Hospital. It has led to significant cultural and structural change. It
challenges certain common assumptions about the relationship between structure and
culture.

Although the specific content of the change program is highly context-specific, it is

believed that the process we describe could be developed in the organization setting.
The process has value in different organizational contexts, regardless of the leadership
strength.
 In this article, it talks about the intervention used to meet transformational
change, where people within a structure support the mission, goals and activities
of an organization in order to operate more efficiently and effectively. With this,
employees should adopt to every change in the organization specifically to cultural
aspects. In every organization, it is filled with so many cultures and to be able to
maintain a successful organization and relationship, each and everyone should be
open minded in the adaption of cultures, economic, and technological innovations. I
learned from Dr. Young how to be a realistic individual when it comes to present
situation, how to deal with the present and do the best you can to implement change
regardless of what culture and organization you are in. When she set an example
regarding a current job of a person working in other country, that keeps on saying in
my previous workplace we used to do this and that, so the thing is, Dr. Young stated
“move on, you have to move on because you are not anymore in the Philippines
and you are engaged in different culture, look forward on the change in your current
status and organization. Give your best and upgrade your self, as time comes that
promotion is only a ladder ahead of you”. In reconstructing cultural and structural
relationship it is often sparked by technological innovation, new economic
developments and other factors like adapting different cultures. From primitive to
millennial style, from calls through copper to android, and bare footed to riding a
Ferrari, these are all set of examples I have learned from Dr. Young that
organizational development is progressing and it refers to change of one self and
one organization.
Dr. Felina C. Young

Professor

Nur-Ailyn S. Isnaji

Student/ Master of Arts in Nursing

Course: Organizational Development

Strategic organization development: A failure of true organization development

Organizations failed to use organization development to prevent need for drastic

actions. It is time we return to our roots and redefine strategic organization
development, accordingly.

An example of advantage to founding principles of organizational development is

Rensis likert's diagnostic three variable model: casual variables (culture, structure,
management) create the intervening variables (those that measure the organization's
internal state of health) central to this model is the concept of ''lead time'' It takes time
before issues at the causal level impact the intervening.

Strategic organization development is the large-scale, long-term, alteration of the entire

organization. It is best if we focus upon the prevention, through well timed, but relatively
small-scale interventions.

Strategic organization development can be preventive or corrective in nature.

Prevention requires constant monitoring of the internal and external environments.
Correction will involve large-scale transformations at multiple levels of the organization.
 In this article, it tackled about failures in every organization development and
how to prevent the failure, it is necessary to go back to foundation of strategic
organization development. In this case, just like what I gained knowledge from the
lecture of Dr. Young, strategic organization development must focuse on people,
behaviours and their actions and interactions with each other. The leading elements
of an organization are the People, Resources, Innovation, Marketing, Operations
and Finance elements. These were all discussed by Dr. Young how strategic
organizational development is made up in an organization. Through structural
planning and constant monitoring, measures will be made up and failure can be
prevented. Based on Dr. Young’s experience and explanation regarding a lead time,
about manufacturing, supply chain management, and project management during
pre-processing, processing, and post-processing stages, proper management of an
organization will resort to a successful outcome of a goal. Like how Dr young’s
managed the internal pressure that PWU Faced during the K12’s program created
by DepEd where she forecasted how students will face increase in tuition fees that
would lead to possible decrease of enrollees, so she structured a plan and meet with
heads discussed how to resolve cleverly the problem, reconstruct courses, remove
the unnecessary and retain those valuable, hence; she had able to manage the
issue internally in the same environment by monitoring the flows of the organization
(PWU).