This action might not be possible to undo. Are you sure you want to continue?
The process is carefully planned and implemented to benefit the organization, its employees and its stakeholders. The client organization may be an entire company, public agency, nonprofit organization, volunteer group - or a smaller part of a larger organization. The change process supports improvement of the organization or group as a whole. The client and consultant work together to gather data, define issues and determine a suitable course of action. The organization is assessed to create an understanding of the current situation and to identify opportunities for change that will meet business objectives. OD differs from traditional consulting because client involvement is encouraged throughout the entire process. The ways in which people communicate and work together are addressed concurrently with technical or procedural issues that need resolution. WHY IS ORGANIZATION DEVELOPMENT IMPORTANT? Profitability, productivity, morale and quality of work life are of concern to most organizations because they impact achievement of organization goals. There is an increasing trend to maximize an organization's investment in its employees. Jobs that previously required physical dexterity now require more mental effort. Organizations need to "work smarter" and apply creative ideas. The work force has also changed. Employees expect more from a day's work than simply a day's pay. They want challenge, recognition, a sense of accomplishment, worthwhile tasks and meaningful relationships with their managers and co-workers. When these needs are not met, performance declines. Today's customers demand continually improving quality, rapid product or service delivery; fast turn-around time on changes, competitive pricing and other features that are best achieved in complex environments by innovative organizational practices. The effective organization must be able to meet today's and tomorrow's challenges. Adaptability and responsiveness are essential to survive and thrive. WHAT DO ORGANIZATION DEVELOPMENT CONSULTANTS DO? OD consultants custom tailor established social science theory and methods to organizations seeking to improve profitability, productivity, morale and/or quality of work life. Examples of activities which are facilitated by OD consultants are: Teambuilding Goal Setting Group Facilitation Creative Problem solving Strategic Planning Leadership Development Management Development Career Management Conflict Resolution Developmental Education Interpersonal Communication Human Resources Management Managing Workforce Diversity Organization Restructuring High Involvement Work Teams Sociotechnical Systems Design Technical Training Total Quality Management Often described as "change agents," OD consultants come from varied backgrounds with experience and training in organization development, organization behavior, psychology, education, management and/or human resources. Many have advanced degrees and most have experience in a variety of organizational settings. There are both internal and external OD consultants. An internal OD consultant is a full-time employee with a given organization. External consultants may be self-employed or on the staff of a consulting firm. "Externals" work with one or more clients contracting for specific projects. WHO DO ORGANIZATION DEVELOPMENT CONSULTANTS SERVE?
(Some form of action research is generally applied as a foundation for other consulting strategies. leadership development. · Line workers -. (Can also be applied to employee development.One-on-one or group developmental consultation with CEO's or VP's to improve their effectiveness. CEO or Vice Presidents -. cost-effective.) . The purposes are to increase productivity. or help build a broader vision and more effective leadership. The strategies appearing below "Organization" and "Employee" Effectiveness are defined to help you become an informed user of OD consultant services. work satisfaction and profit for the client company. improve organizational communication. developing a common ground from which to resolve or better manage conflict. install statistical process control (SPC) develop supervisory training or new reward systems. In reaching an agreement or written contract with a consultant. Executive Development . payment schedule? · Confidentiality? OD SERVICES Organization Development (OD) consultants provide services to improve organization effectiveness and/or individual employee effectiveness. Consultants serve as facilitator in a conflict situation or train employees to better understand and manage conflict.Bringing conflicts to the surface to discover their roots. Organization Effectiveness Consultants apply organization effectiveness strategies such as those shown below when there are needs for assessment. mission. quality improvement.during changes in corporate strategy. Action Research . The consultant helps the client organization identify the strengths and weaknesses of organization and management issues and works with the client in addressing problem opportunities. technology or organization structure. you may want to discuss these kinds of questions: · What approach will be taken? · Strategy for implementation? Anticipated schedule? How results will be measured? · Project team members? · Resources to be made available to the consultant? · Pricing of consultant's services. · First-line supervisors -. well-coordinated and ethical manner. WHAT TO EXPECT: You can expect an organization development consultant to conduct an OD project in a timely. growth. Examples include: · The Board of Directors. teamwork and other organizational changes. establish high involvement work teams. · Middle Managers -.to facilitate job redesign improved performance.within specific areas or across functions to identify sources of conflict and barriers to performance. planning.improve operations and employee involvement. Goal Setting .Defining and applying concrete goals as a road map to help an organization get where it wants to go.An assessment and problem solving process aimed at improved effectiveness for the entire organization or specific work units. teambuilding or improvement in the work environment.OD consultants work with all levels of employees.) Conflict Management .
commitment and leadership.Designing and managing organizations to emphasize the relationship between people's performance. writing and grammar. work processes.The general management of specific work. Includes visioning. Leadership Development . benefits and employee relations toward systematic goals of the organization's morale and productivity.Increased skill in exchanging needed information within the organization and providing feedback in a non-threatening. Organizational Restructuring . creative manner.Focused attention on goal setting. Employee Effectiveness Consultants use employee effectiveness strategies such as those below when there are needs for employee improvement in skill. Developmental Education . change management and creative problem solving. and begin to manage their resistance to planned organizational change. redesigning job functions to assure that the way work gets done in the organization produces excellence in production and service. Creative Problem Solving . Total Quality Management . approach zero-defects and be more market-driven.Improving how well organization members help one another in activities where they must interact. the consultant assists the organization in becoming more cost effective. Labor Relations .A dynamic process which defines the organization's mission and vision. planning and problem-solving among management and workforce union representation. career selection and job seeking help individuals make career decisions. Project Management . .Helping clients identify.Changing departmental and/or individual reporting structures. or work procedures. Management Development . work methods.Training in basic math.Group Facilitation .Facilitation of conflict. participation and accomplishment. Self-Directed Work Teams . Sociotechnical Systems Design .Helping people learn to interact more effectively at meetings and to apply group guidelines that foster open communication. Managing Resistance to Change . Interpersonal Communication Skills . Human Resource Management . communications and problem solving. Coordination & Management of Multi-Disciplinary Consultants . Career Counseling . reading. the workplace environment and the technology used to produce goods and services in order to effect high level productivity. compensation. understand.Managing the function of hiring.Developing work groups to be fully responsible for creating a well defined segment of finished work. sets goals and develops action steps to help an organization focus its present and future resources toward fulfilling its vision.Training in select areas which change managers to leaders. defining quality and setting measurable standards. Customer Service Training . usually for a fixed time and aimed at reaching defined outcomes. Teambuilding . Strategic Planning .One or several different technical specialists team up with an OD consultant to design and install new equipment. teambuilding.non-judgmental way. blending diverse functions and skills.Creating interpersonal excellence in public contact positions where the individual and the organization are expected to meet or exceed customer expectations.Through work process analysis. identifying roles and responsibilities.Organization members use practical problem solving models to address existing problems in a systematic.Training in various management skill areas with particular focus on performance management.
Training in the art of selling a product or service. Workforce Diversity . and financial resources). both for themselves and others. but they do not always receive (or need to receive) the same degree of emphasis at a particular point in time. with each task requiring development to a different extent at a different stage of organizational growth.Systematic controlled inquiry grounded in sound statistical practice. Typically paid for by the employer.Providing individual and group job search skills and services to employees who have been affected by corporate downsizing. and norms that influence the behavior of people in the firm. Key management systems include strategic planning. Assessment focuses on course relevance. organizational structure. assessing on-line training effectiveness and/or business impact.Outplacement . The Pyramid of Organizational Development consists of six levels or "building blocks" that are essential for longterm success. Sales Training .Training in a specific technical area. Stress Management . set of customers). .An opportunity for individuals and organizations to effect higher levels of productivity with the time they are allotted. · Acquisition and/or development of resources required to operate the firm (including people. beliefs. · · · equipment. Development of management systems required for the overall functioning of the organization on a long-term basis. Pyramid of Organizational Development Pyramid of Organizational Development Organizational development is the process of planning and implementing changes in the overall capabilities of an enterprise in order to increase its operating effectiveness and profitability. Time Management .. It involves thinking about an organization as a whole and planning changes that are necessary to prepare for the future growth of the organization. Development of the operational systems necessary for the firm to function on a day-to-day basis. Each of these building blocks represents a critical task that an organization must complete if it is to be successful in the long run. transfer and cost value. such as computers. These six key tasks are always being performed to some extent in any organization at any given time. · Development of products and/or services appropriate to the firm's chosen market.e.An individual growth workshop designed to arm and activate healthy responses to stress. Technical Training . Development and effective management of the corporate culture that management feels is necessary to guide the firm. and performance management systems.Facilitating understanding between groups toward the goal where differences among people in an organization become the strengths for competitive advantage. Corporate culture consists of the values. Training Evaluation . management development. productivity and work satisfaction. It enables participants to maximize positive stressors and minimize the negative. facilities. The achievement of the six key organizational tasks can be viewed as a developmental process. The six key tasks include: · Identification and definition of a viable market to serve (i.
" .The failure to satisfactorily perform one or more of these developmental tasks will lead to a variety of organizational problems. or "growing pains.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue listening from where you left off, or restart the preview.