Week Four Discussion Question
Please do some research (Google etc), find out what similarities do you see between the goals of organization development practitioners and transformational leaders?
Do you see any similarities & differences in approach?
INSTRUCTOR’S PERSPECTIVE: Since not much has been discussed in the textbook (see attached), please read the following descrition of the two.
TRANSFORMATIONAL LEADERSHIP & ORGANIZATIONAL DEVELOPMENT PRACTITIONERS
Organization Development Practitioners are the ones who Diagnose issues and problems organization is facing, and find the remedy to solve them. Transformational leadership focuses on a leader’s transforming abilities, rather than on personal characteristics and followers relations, these leaders are known for moving and changing things “in a big way” by communicating to followers a special vision of the future, tapping into follower’s higher ideals and motives. They seek to alter the existing structure and influence people to buy into a new vision and new possibilities. As was the case with charismatic leaders, followers trust, admire, and respect the transformational leader.
Emphasis on the development of followers:
Organization development practitioners are either internal or external employee to improve the effectiveness and performance of both organization and employees. They use their knowledge and experiences to provide opportunities for each organization employees to develop their fullest potential. In other words, OD practitioners emphasize on the self-development of employees.
Similarly, the goal for transformational leader is to influence to followers to accomplish the exceptional tasks—“more than what is usually expected of them”(Northouse, p.185) by helping their followers to develop their fullest potential.
Emphasis on the relationship with followers and their needs:
A transformational leader should be able to engage with followers and create good relationship with followers. Transformational leader values the importance of the growth, needs and motives of followers. As a transformational leader, it is required to possess the abilities to inspire followers, “understand and adapt to the needs and motives of followers”(Northouse, p. 214).
The OD practitioners tend to treat each employee as an “individual” who has different thinking and needs which are equal important in their lives and works. OD practitioners value each organization employee’s need since they are responsible to build up a trusted relationship with their clients, both organization and employees.
Emphasis on the Change
Transformational leaders are also considered as “change agents”. They are seen as good role models for their followers who not only can “create and articulate a clear vision for an organization” but also can inspire followers to achieve higher levels (Northouse, p.214).
The OD practitioner attempts to create an exciting and challenging environment for organization employees in order to continually motivate both organization and employees’ processes.
References:
Foster, C. (July 30, 2014). The OD Practitioner. Retrieved 8th June 2015 from http://organisationdevelopment.org/blog/the-od-practitioners-blog/Links to an external site.
Boitizon, C. (Jan 13, 2014). The organization development practitioner. Retrieved 8th June 2015 from http://www.slideshare.net/camilleboitizon/3-the-organization-development-practition
