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Effective Organizational Development

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An organization comprises of five basic parts – the top management, the middle management, the technical core, the technical support, and the administrative support. To create value every organization has to seek, generate, distribute knowledge and bring about effectiveness. Organizations are constantly being challenged to develop new dynamic, adaptable structures. Managerial actions can bring about positive changes through modification at various levels. The essentials for the development of any organization would include how the organization maintains relations or enters into contracts with others including the stakeholders, the structure of the organization, the culture of the organization, how it sets goals and missions, how it keeps its employees motivated, its development in a global setting, group dynamics and it also includes diagnosis of the state of the organization.

Effective organizational development (OD) can begin with the right diagnosis. Diagnosis is not merely data collection but to arrive at a conclusion as to what the data meant. Hence diagnosis assigns meaning, weight, priority, and relationships to facts (Porras, n.d.). It establishes a widely shared understanding of a system and based upon that understanding it determines if a change is desirable. The focus of attention in diagnosis should be on the sub-system areas (top management, department, group, individual unit), and the organization processes which include the decision-making process, the communication system used, change management, managing conflicts, managing relationships, the setting of goals and planning (Dutta Roy, 2001).

An individual, the team&nbsp.and the organization are the three dimensions of an organization (Castka, Bamber, Sharp &amp. Belohoubek, 2001). Hence the three primary tasks for the team development models are the purpose, partnership, and process.&nbsp.