THE EFFECTIVE ORGANIZATION, STRATEGIES

OF ORGANIZATION DEVELOPEMNT, AND

DEPARTMENT
EDUC 206
SATURDAY; 5:00-8:00 PM

ROLIEL E. BABIERA
REPORTER
Prayer
 Checking
of Attendance
Ice Breaker
THE EFFECTIVE ORGANIZATION, STRATEGIES
OF ORGANIZATION DEVELOPEMNT, AND
DEPARTMENT
EDUC 206
SATURDAY; 5:00-8:00 PM

ROLIEL E. BABIERA
REPORTER
Let’s learn together about…

Topic 1 Topic 2 Topic 3

STRATEGIES OF
EFFECTIVE ORGANIZATION DEPARTMENT
ORGANIZATION DEVELOPEMNT
Let’s learn together about…

Topic 1 Topic 2 Topic 3

STRATEGIES OF
EFFECTIVE ORGANIZATION DEPARTMENT
ORGANIZATION DEVELOPEMNT
 EFFECTIVE ORGANIZATION

ORGANIZATION
 an entity—such as a company, an institution, or an association—comprising
one or more people and having a particular purpose.
 The word is derived from the Greek word organon, which means tool or
instrument, musical instrument, and organ. 
 An organization is a group of people who work together, like a neighborhood
association, a charity, a union, or a corporation.
 GROUP OF PEOPLE WHICH HAS A COMMON GOAL
 EFFECTIVE ORGANIZATION

ORGANIZATIONAL EFFECTIVENESS

 A concept organizations use to gauge how effective they are at

reaching intended outcomes.

 Embodies the degree to which firms achieve the goals they have
decided upon, a question that draws on several different factors.

Among those are talent management, leadership development, organization

design and structure, design of measurements and scorecards, implementation of
change and transformation, deploying smart processes and smart technology to
manage the firms' human capital and the formulation of the broader Human
Resources agenda.
 EFFECTIVE ORGANIZATION

Organizational effectiveness refers to how an organization has achieved

full self-awareness due in part to:

 Leaders setting well-defined goals for employees and outlining ways

to efficiently execute those goals
 Management implementing clear decision-making processes and
communication pipelines
 Engaged employees—who are carefully selected and fairly
compensated—producing work that prioritizes results
 EFFECTIVE ORGANIZATION

 The more effective an organization, the more likely it will survive

and flourish over the long term.

 It’s worth noting that organizational effectiveness cannot be

achieved, as one Bain & Company study put it, by “a cycle of
recurring initiatives” to make your organization more efficient.

 The behavior must be learned and baked into the day-to-day

functioning and ongoing evaluation of the business.
 EFFECTIVE ORGANIZATION

The Bain & Company study maps out five key areas where
successful companies made adjustments to achieve organizational
effectiveness:

 Strategy
 Metrics
 Commitment
 Behaviors
 Culture

“Tenacity and a sustained investment in these areas create the best

chance of success.”
 EFFECTIVE ORGANIZATION

1. STRATEGY

 Strategy involves shifting an organization’s central identity—

how leaders describe its purpose and goals both internally and
externally—to include effectiveness and efficiency as core values.

 Organizational effectiveness should simplify and clarify long-term

objectives for a company. The clearer these objectives are outlined
at a strategic level, the easier it is to translate across departments.
 EFFECTIVE ORGANIZATION

2. METRICS
 Measuring organizational effectiveness through metrics can help organizations stay
accountable.
 Choosing the right data to measure—as well as knowing when to prize human judgment
and discussion over hard analytics—is just as important. A few questions to help your
organization get started should include:

• What concrete goals are your teams working toward?

• Are they clearly outlined by team leaders?
• How and at what intervals will progress be evaluated?
 EFFECTIVE ORGANIZATION

3. COMMITMENT

 “visible and credible commitment” to effectiveness policies from senior

leaders—in organization wide communications and hiring approaches, all
the way down to how quarterly budget meetings are conducted—creates a
trickle-down effect across the organization.
 EFFECTIVE ORGANIZATION

4. BEHAVIOR

 Meanwhile, recurring behavior is where efforts to achieve organizational

effectiveness are most likely to break down.

 Identifying specific decision-making moments in the day-to-day operation of the

company, communicating the ways employees ought to be changing their behavior
in those moments, and then implementing systems for reinforcement, including
incentivizing those choices, can build a much healthier organization that polices
its own effectiveness.
 EFFECTIVE ORGANIZATION

5. CULTURE

 Finally, the degree to which employees are enthusiastically

engaged at work determines how effective their work will be.

 Therefore, creating an organizational culture that values

effectiveness is key.
 EFFECTIVE ORGANIZATION

 The mission of Organizational Effectiveness (OE) is to strengthen

individual and organizational learning, culture, and performance.

 OE supports the University Human Resources mission with

resources that develop talent, promote engagement, and improve
the employee experience.

 Organizational Effectiveness can assist organizations in building

and sustaining performance excellence
 EFFECTIVE ORGANIZATION

Organization shall have:

1. strategic goal attainment

2. optimal organizational and role design and function
3. inclusive, blended organization cultures (cross-cultural, remote,
intra- and interinstitutional)
4. leadership, career, and professional development 
5. agile, innovative processes and systems.
Wellness
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Let’s learn together about…

Topic 1 Topic 2 Topic 3

STRATEGIES OF
EFFECTIVE ORGANIZATION DEPARTMENT
ORGANIZATION DEVELOPEMNT
 ORGANIZATION DEVELOPMENT

Organization Development (OD)

 An effort that focuses on improving an organization’s capability

through the alignment of strategy, structure, people, rewards, metrics,
and management processes.

 A science-backed, interdisciplinary field rooted in psychology, culture,

innovation, social sciences, adult education, human resource
management, change management, organization behavior, and
research analysis and design, among others.
 ORGANIZATION DEVELOPMENT

Organization Development (OD)

 Involves an ongoing, systematic, long-range process of

driving organizational effectiveness, solving problems,
and improving organizational performance.

 It is also one of the capabilities identified in the Talent

Development Capability Model.
 ORGANIZATION DEVELOPMENT

Organization Development (OD)

 Many OD interventions relate to human resource management and talent

management.

 While HR initiatives focus on people practices, organization development

zooms out to consider multiple inputs and tools that cut across the breadth
and depth of the organization.

 OD is more holistic and strategic whereas HR is operational.

 ORGANIZATION DEVELOPMENT

TD professionals should integrate

OD skills with the growing number
of L&D, performance
improvement, and talent
management solutions focused
upon increasing organizational
effectiveness. The process used
by OD practitioners to design and
implement organizational
development strategies is
structured in five phases:
1. Entry represents the initial contact between consultant and client in which
they present, explore, and identify the problem, opportunities, or situation.
The output of this phase is an engagement contract or project plan that
establishes mutual expectations and preliminary agreements about project
scope (such as time, money, and resources).

2. Diagnosis (assessment) represents the fact-finding phase. It is a

collaborative data gathering process between organizational stakeholders
and the consultant in which relevant information about the presenting
problem is gathered, analyzed, and reviewed.
3. Feedback represents the return of analyzed information; exploration of the information for
understanding, clarity, and accuracy; review of preliminary agreements about scope and
resource requirements; and the beginning of ownership of data by the. The output of this
phase is typically an action plan that outlines the change solutions to be developed, along with
defined success indicators based on the information and data analysis.

4. Solution represents the design, development, and implementation of the solution or set of
solutions meant to correct the problems, close gaps, improve or enhance organizational
performance and effectiveness, or seize opportunities. Outputs may include a communication
plan, a role-and-responsibility matrix, a training plan, a training curriculum, an
implementation plan, a risk management plan, an evaluation plan, or a change management
plan.
5. Evaluation represents the continuous process of collecting formative and
summative evaluation data to determine whether the initiative is meeting the
intended goals and achieving defined success indicators. Outputs generally
include an evaluation report with recommendations for continuous
improvement.
 ORGANIZATION DEVELOPMENT
Why do educational institution need OD?

 Education personnel are expected to perform satisfactorily and maximally

contribute to the achievement of the goals of the organization.
 School is an organization with specific goals, objectives, visions, and
missions that need to be realized.
 Organizational development encourage stakeholders in the school to
work optimally and create excellent performance.
 Organizational development needs to guide the actions of every teacher to
improve productivity.

EFFECTIVE AND QUALITY SERVICE

Wellness
break
Let’s learn together about…

Topic 1 Topic 2 Topic 3

STRATEGIES OF
EFFECTIVE ORGANIZATION DEPARTMENT
ORGANIZATION DEVELOPEMNT
 DEPARTMENT

DEPARTMENT

 A separate functional area within an entity that has its own

organizational structure.

 It typically has its own manager and operating budget.

 A part of a larger organization and can be organized around a number

of different parameters such as function.
 DEPARTMENT

Why departmentalized?

 It easier for the organization to undertake its numerous and complex activities
simultaneously and thereby achieve its common objectives and goals.

Departmentalization is important for every organization as it helps in

specialization, growth and expansion, fixing responsibility, bettering the
customer service, Performance appraisal, Management development optimizing
the utilization of resources and facilitating better control.
 DEPARTMENT

In addition to providing a higher level of organization by dividing business

activities by their functions, for example, creating departments within an
organization has shown to create more efficiency, productivity and also to lower
costs.

Companies of a certain size could find department breakdowns especially

useful because they provide a more in-depth overview of each unit's
performance within a company.
 DEPARTMENT
The bases for departmentalization are:
 Functional: It is commonly used as it offers certain advantages such as specialization, performance of
activities, elimination of unnecessary activities, organization and control of important functional activities.

 Product: Product departmentalization is important for product expansion and diversification when the
manufacturing and marketing characteristics of each product are of primary concern.

 Geographical: Territorial or geographical departmentalization is especially useful for large organizations

such as banking, insurance, transportation, etc. as these are geographically spread.

 Process: In process departmentalization, processes involved in production or various types of

equipment used are taken as the basis for departmentalization.

 Customer: The basic idea of this departmentalization is to provide services to clearly identified groups
of customers.
 DEPARTMENT

Departmentalization can also be

observed within the Department
of Education (DepEd) and other
educational institutions.

 Is practiced in Central,
Regional, Division, District,
and School levels.
 DEPARTMENT

Why do we need to
departmentalized in
our learning
institutions?
 REFERENCES

Organization – Wikipedia
Organizational effectiveness – Wikipedia
Organizational effectiveness: the X factor for company success | Slack
Organizational Effectiveness | Operations Manual (uiowa.edu)
What is Organization Development | The 5 Phases of OD Strategies | ATD
(PDF) How does organizational development contribute to teacher performance? (res
earchgate.net)
Department - What is a department? | SumUp Invoices
We did it!

Topic 1 Topic 2 Topic 3

STRATEGIES OF
EFFECTIVE ORGANIZATION DEPARTMENT
ORGANIZATION DEVELOPEMNT
THANK YOU FOR LEARNING WITH ME!

ROLIEL E. BABIERA
REPORTER