Organizational Development Annotated Bibliography

Name

American Public University

Course: Name

Professor

Date

David, F. R., Creek, S. A., & David, F. R. (2019). What is the key to effective SWOT analysis, including AQCD factors. SAM Advanced Management Journal, 84(1), 25-35.

David et al. (2019) research are essential to understand the effectiveness of SWOT analysis as a tool for organizational development. The authors used a mixed-method approach to analyze the data from a case study of an organization in the United States. This approach included a quantitative survey and an in-depth interview with the organization’s director. Through this approach, the authors sought to determine the factors contributing to the success of the SWOT analysis. The authors found that the most critical factor contributing to the success of SWOT analysis was the inclusion of AQCD factors. AQCD stands for “Analysis of Quality, Cost, and Delivery,” which refers to assessing the quality of the organization’s products and services, the cost of providing them, and their delivery. The authors found that AQCD factors were essential for a successful SWOT analysis as they provided an in-depth understanding of the organization’s strengths and weaknesses. The article’s findings are helpful for my research as it gives insight into how a SWOT analysis can be used for organizational development. The article’s discussion of the importance of AQCD factors for a successful SWOT analysis provides an understanding of the complexities of corporate growth. Additionally, the report provides valuable insight into using a mixed-method approach to evaluate the effectiveness of an organization’s SWOT analysis.

The main limitations of this article are that the sample size was small and the research was limited to one case study. Despite the limitations, this article will be helpful in my research on organizational development as it provides valuable insight into using SWOT analysis and its potential for improving an organization’s growth. The article’s discussion of the importance of AQCD factors for a successful SWOT analysis provides an understanding of the complexities of organizational development. Additionally, the paper provides valuable insight into using a mixed-method approach to evaluate the effectiveness of an organization’s SWOT analysis. By understanding the importance of AQCD factors and the usefulness of a mixed-method approach, researchers can better understand the complexities of organizational development.

Haveman, H. A., & Wetts, R. (2019). Organizational theory: From classical sociology to the 1970s.  Sociology Compass,  13(3), e12627.

The article by Haveman & Wetts (2019) provides an overview of the development of organizational theory from its roots in classical sociology to the 1970s. The authors use a variety of historical and sociological sources to illustrate the effect of organizational theory, including the works of early sociologists such as Emile Durkheim and Max Weber. The article covers various topics, including the emergence of bureaucracy, leadership’s role, technology’s impact, and the relationship between organizations and their environment. This article is highly relevant to my research topic as it provides an overview of the development of organizational theory over time. The main limitation of the article is that it needs to provide a detailed analysis of the various ideas instead of focusing on the broader trends in the development of the field. The authors conclude that organizational theory has become increasingly complex and multifaceted and has been influenced by various forces. This article will form the basis of my research as it provides an overview of the development of organizational theory and outlines the different approaches that have shaped the field. Furthermore, it will provide context for my research and be an invaluable source of information to help inform my analysis.

Lubis, F. R., & Hanum, F. (2020, December). Organizational culture. In  2nd Yogyakarta International Conference on Educational Management/Administration and Pedagogy (YICEMAP 2019) (pp. 88-91). Atlantis Press.

Organizational culture is an essential factor in determining organizational performance. In their article, Lubis and Hanum (2020) explore the effects of corporate culture on organizational performance in the Indonesian context. The authors use a combination of theoretical and empirical research to examine how organizational culture impacts organizational performance. They note that corporate culture can have both positive and negative effects. For example, in the Indonesian context, a solid hierarchical organizational culture can lead to high levels of employee satisfaction, motivation and commitment, increasing organizational performance. On the other hand, a culture of mistrust or hostility among employees can lead to decreased motivation and performance levels. The authors conclude that organizational culture significantly affects performance and should be considered when developing corporate growth and strategies. They suggest that organizational leaders should create a culture of respect and trust, allowing employees to feel valued and empowered and leading to higher motivation and performance levels. The authors recommend that organizational leaders strive for a culture of openness, enabling employees to share ideas and take the initiative. Such an environment will foster innovation, creativity, and collaboration, which have all been shown to lead to higher performance levels.

Neebe, K. (2020). Sustainability at Walmart: Success over the long haul.  Journal of Applied Corporate Finance,  32(2), 64-71.

Neebe’s (2020) article on the sustainability of Walmart is a comprehensive and highly relevant piece of research for my research topic. The article examines all aspects of Walmart’s sustainability, from its corporate responsibility to its human resources and environmental policies. Neebe employs various research methods, including interviews, surveys and observation, to gain insight into Walmart’s strategies, business practices and the decisions that have contributed to its success. The article is highly relevant to my research topic, as it provides an in-depth overview of Walmart’s sustainability practices, which can be used to identify key strategies that could be applied to other organizations. The main limitation of this article is that it primarily focuses on Walmart, so it may not apply to other organizations. Nevertheless, the article provides valuable insight into Walmart’s sustainability practices, which can be used to identify strategies for other organizations. For example, Neebe’s research reveals that Walmart’s commitment to sustainability has been critical to its success and that other organizations should consider following its example. This could be through investing in renewable energy, minimizing waste and developing more sustainable supply chains. Walmart’s human resource practices, such as providing benefits and investing in training, could be used as a model for other organizations.

Najeemdeen, I. S. (2018). Perceived organizational culture and perceived organizational support on work engagement. In  Perceived organizational culture and perceived organizational support on work engagement: Najeemdeen, Iliyasu Shiyanbade.

Najeemdeen’s (2018) research is highly relevant to my research on organizational development, as it comprehensively examines the effect of perceived organizational culture and perceived administrative support on work engagement. This research found that perceived organizational culture and perceived organizational support were significantly associated with work engagement, indicating that both factors are important for increasing employee satisfaction and productivity. The study was conducted on a sample of 304 employees in Nigeria, using an online survey to measure the participants’ responses to the questions posed. The study found that perceived organizational culture had a direct and significant effect on work engagement, while perceived administrative support indirectly affected work engagement via its impact on perceived corporate culture. This finding suggests that organizations should strive to create an environment of support and recognition for their employees, as this will lead to increased work engagement. The study was also limited by its sample size, as the results may not accurately represent the general population. Despite this limitation, the study provides valuable insight into the importance of perceived organizational culture and perceived organizational support in increasing work engagement. The study is helpful for my research on organizational development, as it provides insight into the effect of perceived organizational culture and perceived organizational support on work engagement. Najeemdeen’s conclusion is that perceived organizational culture and perceived organizational support are important factors influencing work engagement in organizations. Therefore, organizations should strive to create an environment of support and recognition for their employees, leading to increased work engagement and, consequently, greater productivity and satisfaction.