Organizational Development Program

                                             KAMOTE Organization 

A. Introduction

At the core of OD is the program of organization, defined as two or more people working together toward one or more shared goals.It is based on the understanding of behavioral sciences and is concerned with how people and organizations function and how they can be made to function better through effective use of human and social processes. Development in this context is the notion that an organization may become more effective over time at achieving its goals.

                                             B. General Goal

The KAMOTE Organization aims to equip the members with the knowledge and know how individuals and the teams work in an organization to achieve organizational objectives.

C. Specific Objectives

The  Kamote Organization aims at reinforcement of organization strategies, structures and processes for improving organization’s effectiveness and health; aims at the change of organization culture; and targets long term institutionalization of new activities such as operation of self managed or autonomous work teams and other problem solving capabilities.


                                           D.  Calendar of Activities

Month	Activities
January 5	Team building
February 15	Making outreach programs
March 22-25	Four-day interactive workshop designed for OD practitioners, consultants and trainers
April 7	Consultations for Instructional designs, training and development
May 27	Seminar- Leadership Process: Motivating Achievement Workshop
June 3	Giving of school supplies in public schools
July 5	Organization Skills Program
August 13	Cultural Change Situation (Business Simulation)
September 12	Designing and Running  Better Meetings
October 31	General meeting
November 6	Hiring of new applicants
December 22	Christmas Party

E. KSA (Knowledge, Skills and Attitude) with Description

We don’t just give people knowledge, we emphasis the practical application of skills, and so we will use:

	interactive facilitation to ensure all managers participate and gain maximum benefit from the program;
	organization specific practice scenarios to make the learning relevant and easy to relate to;
	a variety of training methods to cater to all the managers’ learning style;
	facilitator and peer feedback systems so that the managers know what they are doing well and how they can improve their skills, specifically; and
	accelerated learning techniques to speed up the process.

                                               F.  OD Norms

• The individual should be treated with respect and dignity. 
• The organization climate should be characterized by trust, openness and support.  
• Hierarchical authority and control are not regarded as effective mechanisms. 
• Problems and conflicts should be confronted, and not disguised or avoided.
• People affected by change should be involved in its implementation.

                                                                                         
                                    G. Activities for Collaboration

There's a collaborative effort between the consultant and the client’s members who engage in joint planning diagnosis, implementation, evaluation and further planning with regards to organizational goals.

H.  Evaluations

         Team work is vital to the functioning of modern organizations. Members of teams bring different strings to the group such as leader, investigator, motivator, finisher, clown, coordinator, thinker, negotiator or politician. These roles are used at different stages of production when such role play becomes essential in the groups work. Teams take over from hierarchical systems where individuals are assumed to know everything depending on their level in the authority ladder. This system denies the organization the cumulative advantage of skills and strengths in different individuals.
         I can say that in our organization, cooperation really exists. Facilitators exert their efforts in order to make the activities an excited one. While every members are trying their best to contribute different ideas and knowledge.


                                          I.  Recommendation

     I recommend that this organization needs to do some effort in terms of studying the different concepts related to the organization.  This would also benefit them to gain new knowledge and acquire skills through searching for more things.


                     J. Personal Learning Summaries

                 From the organization that we had, I realized and learned a lot of things that I never appreciate before.  Through the activities in the learning circle, it helped me to improve my communication skill.  It also enhance the individual skill and knowledge through learning and training opportunities.  In the organization, we use the term “learning” in a very broad sense to encompass those activities that engage us in changing the way we think about or do things resulting in new insight and action.  And I'm so blessed and thankful for having this opportunity to learn these things, with the help of our dear professor Mr. Miranda.