An analysis of organization development
Concept of organizational development
The contract should be compatible with the mission statements of the collaborating organizations. The principal elements of this stage include a preliminary diagnosis, data gathering, feedback of results, and joint action planning. Hence, it is easier to maintain the status quo. Due to downsizing, outsourcing, mergers, restructuring, continual changes, invasions of privacy, harassment, and abuses of power, many employees experience the emotions of aggression, anxiety, apprehension, cynicism, and fear, which can lead to performance decreases. Included in this stage is action-planning activity carried out jointly by the consultant and members of the client system. This means that top management or someone authorized by top management is aware that a problem exists and has decided to seek help in solving it. Unfreezing old ways can be inhibited in organizations because the climate makes employees feel that it is inappropriate to reveal true feelings , even though such revelations could be constructive. Data are again gathered from the client system so that progress can be determined and necessary adjustments in learning activities can be made. However, by using this analysis, you can properly allocate company resources such as personnel to promote and manage future growth. One method of achieving this is by having employees draw pictures of what they feel about the situation, and then having them explain their drawings with each other. Organizational Structure[ edit ] How an organization is structured depends on the coordinating mechanism used to produce the product or service.
Outcome indicators are assigned a specific numerical measurement "that indicates progress toward achieving an outcome,"  but are not the outcomes themselves. These 'frames' are to be used as a pluralistic model, and therefore allow analysts to change thinking by re-framing understanding and points of reference.
Importance of organizational development
Relationship: Between individuals, between units or departments that perform different tasks, and between the people and requirements of their jobs. The importance of organizational development also extends to how you solve problems within your company as well as the ways in which you analyze a process to find a more efficient way of doing it. Or in simple terms a systematic approach which enables a company to implement improvements in a consistent way. One method of achieving this is by having employees draw pictures of what they feel about the situation, and then having them explain their drawings with each other. There is a direct analogy here to the practice of psychotherapy : The client or patient must actively seek help in finding a solution to his problems. The parts of the organization are not seen as independent units but rather as a whole that can orchestrate together to prepare for inevitable change. Organizational Network Analysis[ edit ] Organizational network analysis ONA is a method for studying communication within a formal organization to make invisible patterns of information flow and collaboration in strategically important groups visible. Rewards: The consultant should diagnose the similarities between what the organization formally rewarded or punished members for. Helps Product Innovation One of the additional functions of organizational development is product innovation, which requires the analysis of several kinds of information to be successful. Action research is problem centered, client centered, and action oriented. Please ensure that only the most relevant links are given, that they are not red links , and that any links are not already in this article. However, by using this analysis, you can properly allocate company resources such as personnel to promote and manage future growth. Implementing organizational development requires an investment of time and money. These objectives stem from a value system based on an optimistic view of the nature of man — that man in a supportive environment is capable of achieving higher levels of development and accomplishment. Organizational development is defined as the use of organizational resources to improve efficiency and productivity in the workplace.
Beckhard reports several cases in which line people have been trained in OD and have returned to their organizations to engage in successful change-assignments. The analysis should examine collaboration in three categories: capacity, the agreement, and the relationship.
These objectives stem from a value system based on an optimistic view of the nature of man — that man in a supportive environment is capable of achieving higher levels of development and accomplishment.
Included here are four major types of control levers or systems that enable managers to reconcile employee autonomy with effective control.
Self-managing work groups allows the members of a work team to manage, control, and monitor all facets of their work, from recruiting, hiring, and new employees to deciding when to take rest breaks. Strengths: characteristics of the business or project that give it an advantage over others.
Henry Mintzberg outlines five ways to consider labor division: Simple Structure: Direct Supervision with little specialization Machine Bureaucracy: Standardization of work with horizontal and vertical specialization Professional Bureaucracy: Standardization of skills with horizontal specialization Divisional Form: Standardization of outputs with some horizontal and vertical specialization mainly between divisions Adhocracy: Mutual adjustments with much horizontal specialization Performance Management[ edit ] Performance management can be defined as 'an ongoing and continuous process of communicating and clarifying job responsibilities, priorities, and performance expectations in order to ensure understanding between supervisor and employee.
References 2. Weaknesses: characteristics that place the business or project at a disadvantage relative to others Opportunities: elements that the project could exploit to its advantage Threats: elements in the environment that could cause trouble for the business or project First, the decision makers should consider whether the objective is attainable, given the SWOTs.
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