Topic 1: SHRM Content Area (Organizational Development: Action Research) Action Research One systematic approach used in Organizational Development is the HRD Process Model (ADDIE Model) as it is a systematic approach intended to improve the effectiveness of an organization. The Assessment phase of the HRD Process Model (ADDIE) is particularly relevant as it used to identify gaps in organizational effectiveness between an organization’s current and desired state. This discussion will review another systematic approach used in Organizational Development, Action Research. Action Research can be understood as a process, model, theory, or set of techniques. Most often, Action Research is framed as action taken by an external consultant, which is why Figure 18-1 utilizes Organizational Development consultant language. However, Action Research can also be used by internal HRD professionals, the steps are the same. You will find the Action Research Model useful both in Organizational Development, and in other areas of your professional and personal life. Action Research is built on feedback. A problem is identified, data collected, a diagnosis given, a plan developed, action taken…followed by assessment/data…which is used to continue the process. That feedback data is immediately used to identify the problem and the process resumes. Figure 18.1 in Organizational Behavior in Health Care, Chapter 18 (Borkowsi) identifies the eight steps in Action Research. Table 18.1 displays these eight steps (Burke, 1982) simplified into four steps as developed by Cummings and Worley (1997). How would you apply the 8 steps of Action Research to the organization you are using for the course project? What value might Action Research add to your course project? How might your organization respond to Action Research and why? Topic 2: SHRM Content Area (Organizational Development: Appreciative Inquiry) As reviewed in the previous discussion topic, the HRD professional needs skills in both Change Management and Organizational Development (OD). Change Management focuses on the human component of organizational change, and Organizational Development focuses on planned processes of change using a systematic approach to increase organizational effectiveness. One such planned process using a systematic approach is Action Research; another is Appreciative Inquiry. While Action Research focuses on what is going wrong in an organization, the Appreciative Inquiry systematic approach centers on what the organization is doing right. Appreciative Inquiry is often expressed as having five components. Both the Organizational Development Fundamentals Figure 2.4 (Rothwell, et al., 2015, page 7) and the Organizational Behavior in Health Care (Borkwoski, 2017, page 10) address Appreciative Inquiry. Rothwell uses the 5 D Appreciative Model and Borkwoski uses the 4 D Model. The center of Appreciative Inquiry is the way diagnostic questions are asked. What is different about the questions used in Appreciative Inquiry? Would you use the 4D or 5D Model for the organization you are using for your course project and why? Would the Action Research Model or the Appreciative Inquiry Model have more value for the organization you are using for your course project? Why?
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Organizational Development: Action Research
Topic 1
According to Johnson (2008), the eight steps of action research serve as guideline when conducting action research project. Therefore, it is very imperative for the action research to adapt to a particular research topic or problem. In other words, the eight steps should not be seen as cast in stone, it should be flexible. The 8-step action research are identifying and limiting the topic, gathering information, reviewing the related literature, developing a research plan, implementing the plan and collecting data, analyzing the data, developing an action plan, and reflecting on the process.
The application of action research in the organization follows a systematic process, with the first step being identifying a specific problem. In this case, the organization is a learning institution, and the action research project is to improve performance of the students(Morrissey, 2013). This can be achieved through the use of examination and trial of the alternative instructional approach. The second step involves gathering information, where the views and instructional approach of tutors is obtained. It is important to know how other tutors addresses the problem of underperformance.
The third step is to review the related literature with the objective gaining more insight on the subject matter. Different instructional approaches are compared and review to understand the approach that is more effective to the learners. The fourth step is the development of a research plan, which is guided by the hypothesis or research question(Finnie & Norris, 1997). The process of developing research plan is guided by the literature and discussion with other tutors. Step five is the implementation of the plan and collecting data, which involve designing performance-based assessment where the students are examined to establish critical thinking skills.
The six step involves analyzing the data, where the test scores obtained from a standardized achievement tests are statistically compared for different instructional approach. The instructional approach recorded high score will be the one tutors will be using(Levasseur, 2001). Based on the findings, action plan is developed on how the selected instructional approach is adopted by the learning institutions. The last step involves reflecting on the process, where the head of school call for a meeting for debriefing and decide on any adjustment. The action research is valuable to the organization is various ways. It ensures that course project is delivered on time and each of the process was…………………………………………………………………………………………………
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