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Organizing a self-organizing system

Reply with a response to each of the four entry submissions.

Q1.Action Research and Organizational Development Videos

Chad Roberts posted Jan 13, 2019 9:21 AM

Class,

After searching the web, I found the David Couper Consulting Agency which is a consulting company that seems to apply similar concepts that align with techniques used in an action resource module. Their process includes team assessments as well as individual assessments to assist with a better understanding of their client’s needs. By better understanding these needs, they able to build a foundation for the organization based off the strengths gathered from the employees. Some of the methods used to gather information during their initiative is 360-degree feedback tools, PSQ’s and other surveys.

So, it’s to my understanding that this agency enters a contract and starts their process by focusing on the organizations structure and the roles of each member. Through communication they are able to identify any areas of concern that enables team members to justify their thoughts on issues throughout the work center. This opens key communication aspects which are driving factors that lead to or have otherwise compromised the company goals and has ultimately led to the OD initiative. The David Couper Consulting Agency appears as a reputable firm that incorporates the whole team concept when it comes to solving organizational difficulties.

https://davidcouperconsulting.com/organizational-d…

Q2.Gurus of Large Group Interventions

Curtis Arens posted Jan 22, 2019 11:04 AM

Hello Class,

I watched multiple videos covering open space and future search. I found them all difficult to watch as they were boring. Marvin Weisbord was a little more animated in his videos than Sandra but he would get off topic on little tangents at times. Janoff and Weisbord seemed to tell anecdotal stories instead of talking about their process works and how to implement it. Harrison Owen, I liked better as he seemed to have more confidence during the videos I watched. Owen had some of the same issues with anecdotal stories but seemed to discuss his process and how it works then providing the example. He also tried to inject some humor to keep the audience interested.

The first video I watched was by Sandra Janoff and I thought was poorly done. She was attempting to give a real-world example of future search and how it was implemented to help with child fighters in Sudan. She spent most the time talking about how she felt during this example and not how it works or how to implement it. She also started out with saying she had no idea how to begin. If the so-called expert claims not to know how to do the process they are credited for then they lose credibility. Sandra Janoff was very passive and boring in her speech and body actions. This made me want to sleep during her videos. Watching her overall speech, I am really surprised she is successful.

The second video I watch was by Marvin Weisbord. Marvin Weisbord was a little more animated in his videos than Sandra but he would get off topic on little tangents at times. Janoff and Weisbord seemed to tell anecdotal stories instead of talking about their process works and how to implement it.

The final video I watched was Harrison Owen “Dancing with Shiva (or Sandy, or Katrina): Harrison Owen at TEDxNavesink”. I really liked this video as it was not too short at 15min and not too long that you normally just stop watching from boredom. He explained his method of Open Space decently. Owen had some of the same issues with anecdotal stories but seemed to discuss his process and how it works then providing the example. He also tried to inject some humor to keep the audience interested.

He has a couple of statements at the end that I really like.

“Human systems, like ALL systems are fundamentally self-organizing! “

“Organizing a self-organizing system is not only an oxymoron – It’s stupid.”

I completely agree. There are many times at work within the military that teams are put together and to get a project completed and leadership does not care who is in charge or how it is done, long as it gets done. In these situations, we always come together and self-organized to complete the project.