DQ two week two
DQ two week two
Introduction
Action research helps develop new ways of organizational management and operation that would increase efficiency. Action research has many merits because of the drastic improvements it can cause in an organization. However, there are demerits that come along with action research. It depends on the management’s view on whether an organization becomes a candidate of OD research or not.
Action research in organizations helps develop clear ideologies concerning the organization’s objectives. This helps streamline the organizational structure to suit the desirable objectives. Action research also helps the management understand the nature and manner of achieving the desired objectives. The management is guided by the action research findings on the most appropriate ways of achieving the objectives at low costs. Action research helps identify local resources that can be utilized to improve employee and organizational performance. It enhances optimal use of resources to enhance efficiency. Lastly, action research helps an organization’s management and workers to feel that they own the organization’s system because they are involved in the research.
However, action research has some disadvantages too. It involves conventional research, which is tiresome, and exploits a lot of organizational resources. Furthermore, it may not be in line with the expectations of the board of directors hence; it will be difficult to conduct it. Many people do not understand how to conduct action research, which may lead to wrong results. Therefore, it may not be wise to carry out action research in any organization.
Conclusion
My organization would not indulge in OD research because this is a demanding practice that requires a lot of expertise and organizational resources. Furthermore, conducting OD research does not always guarantee increased efficiency in the organization. Therefore, action research is an effective practice when well implemented in organization development. However, it is risky and any mistakes could lead to waste of organizational resources.
References
Bradford, D. L., & Burke, W. W. (2005). Reinventing organization development: New approaches to change in organizations. San Francisco: Pfeiffer.
Jones, B. B., & Brazzel, M. (2006). The NTL Handbook of Organization Development and Change: Principles, Practices, and Perspectives. New York: John Wiley & Sons.
