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Strategy and Implementation of International Banking

Autor:   •  August 24, 2012  •  Term Paper  •  735 Words (3 Pages)  •  797 Views

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An organizational development specialist should first recognize that even with the right toolkit for change and preparation for conflict, there is no way to eliminate the conflict that is coming. It is much easier to accept the idea that conflict is coming and be able to identify the conflict in the earliest time to resolve the problems quickly and efficiently. Do not expect the organization to move smoothly from the Old Status Quo, through Chaos, into Integration, then Practice, and finally into New Status Quo. It almost never happens that way. This research will cover the organizational development specialists toolkit used to address conflict in the stages of conflict and some tips for the organizational development specialist to recognize for conflict. This research will also cover tools and observations individuals can use during organizational change process to manage conflict during the change process.

Organizational Development Specialist

The organizational development specialist is responsible for managing the change on the organization (Borysowich, 2006). The simplified table below represents the Jim Canterucci Model an organizational development specialist should use (Canterucci, 2008).


I Accepts the need for change, communicates and defends the need for change throughout the organization, creates an open and receptive environment

a small change initiatives with clear direction


II Defines and initiates change, identifies leverage points for change in processes and work habits

Change projects at local level

Level III Leads change, translate the vision of the organization into the context of a specific change initiative and bring this message to the entire organization, redirects approaches in the face of new opportunities

Transformation of a central vision into change initiatives and organization-wide communication

Level IV Manages complex change, understands the cultural dynamics of the current state of an organization, creates a strategic practical course, balancing the current reality with the need for rapid adoption of the desired future reality

Generates change with a high degree of transformation


V Champions change, challenges the status quo by comparing it to an ideal or a vision of change, causes crisis in order to support dramatic actions and change efforts, transforms the organization

Ability to revolutionize organizations

Now changes are determined for the organizational development specialist, the toolkit becomes very important in resolving conflict at the earliest point. Those stages of conflict


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