BackgroundA rapidly changing business environment characterized by deregulation of markets, increased competition and changing customer and investor demands has become a real challenge for most organisations the world over. Individuals within organisations are also faced with multiple challenges, such as finding satisfaction in and through work, and dealing with the obsolescence of their knowledge and skills. These challenges have in the past, led to the folding up of many organisations (Brown and Katz, 2011). In view of the above, there is tremendous pressure on organizations to generate equally fast responses in order to survive and sustain themselves. Organisation development is presumed as the antidote to correct deficiencies and inconsistencies, inherent in the development processes of small as well as large scale organisations. French and Bell (2000) defines organization development as the process of planned change in organizations in which the vital elements relate to (1) The nature of activities to be executed (2) The direction of the change activities (3) The key target of the change activities and (4) The desired results of the change activities. The overall aim has been to promote organizational health and effectiveness by changing the attitude, beliefs, values and structure of organization.In the last decade, organisations across sectors have tried their level best to think and act with transformation and performance improvement mindset. Organisations in the NGO sector are no exception to this change process. It is believed that an organization development intervention will remove the hurdles and resolves the difficulties towards the effectiveness of organisations. This is normally done by way of assessing the existing status of the internal and external components of an organization, identifying areas of weaknesses and implementing appropriate interventions that will serve the organization into the future. With this background, the paper presents an organization development assessment and intervention with reference to Givers Foundation. Specifically, the study seeks to: Determine the existing status (pre-organization capacity assessment) of the Givers Foundation, Identify organizational capacity gaps Design and implement appropriate organization development interventions, and document transformation indicators that have resulted from the implementation of the organization development intervention.The overall objective is to ascertain whether organization development intervention has an effect on the organizations' performance and effectiveness. The paper is divided into five sections. Aside this introduction, the second section entails review of related literature and a conceptual framework that guides the study, the third section shows profiles of pre-organisation capacity assessment of the Givers Foundation. The fourth and fifth sections shows the
institution after satisfying the requirements specified in the Act, was upgraded to a Technical University in 2016. The University currently trains students up to Bachelor of Technology level with provisions to mount higher degree Programmes in the future (Tamale Technical University, 2018).One of the main objectives of the technical university under Act 745 of 2007 is to provide opportunities for skills development (Amankwa, 2011). To achieve this objective, the institutions of Technical and Vocational education adopted experiential learning technique which according to Adjei et al ( 2014) is the most efficient learning approaches employed in delivering effective technical and vocational education and training. Thus, Industrial Attachment (IA) became a compulsory 4-credit hour programme for all Level 100 Student of Diploma in Technology, Level 100and 200 HND students and all the Level 100 to 300 BTEC students. Skills development is best attained when the student is given an opportunity for a hands-on training through Industrial Attachment (Tamale Technical University, 2018). Thus, it is important for the University to pay serious attention to this component of the curriculum in order to produce graduates acceptable to industry in the name of maintaining standards as a Technical University.Industrial attachment at the polytechnics and the Technical Universities is generally coordinated and supervised under the mandate of the Liaison department. It involves the systematic placement of trainees in industry where they can be helped to acquire specific skills and competences relating to their area of study. It requires proper planning and effective supervision to achieve targeted results. The students are expected to sharpen their skills in the use of modern facilities and processes for work readiness. The attachment programme is categorized in several forms -Viz; General attachment for all students and members of staff; Internship for Bachelor of Technology (B. Tech.) students; Competency -
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