Organizational Development : in short OD, is a systematic, integrated and planned approach to improving enterprise effectiveness. Corporate firms can achieve success only when the available #resources are put to optimal use. Optimisation implies, deriving the best out of the limited or scarce resources. A firm is comprised of many departments, all of which compete for the same kind of resources and it becomes a tough proposition for the #management to allocate the resources suitably to different cost and #responsibility centers. The point is, changing needs of an organization has to be keenly observed by the management and if it senses a need for organizational development in any one of the disciplines, it should immediately employ appropriate #interventions to improve the #performance and #productivity.
Organizational development involves a paradigm shift in its culture, which is the fundamental aspect. It does not just mean finding solutions to problems. It is a process of managing change in an organization, resulting in behavioral changes in #employees for the good of the organization. Firms adopt different interventions to bring in changes in the behavior of employees through learning. The aim of introducing interventions would be to meet the short term and long term #objectives of the firm in an integrated fashion. Only when the employees are suitably appraised about the objectives and trained accordingly, their mindset gets tuned in to perform as per the expected standards.
Intervention Techniques:
Intervention techniques focus on shifting the individual’s focus from “me” to “us.” Before delving into the types of interventions, one might wonder why an organization needs to incorporate such interventions at the first place. The reasons may be attributed to the following:
How to Overcome #Resistance from Employees’ End?
Intervention techniques encourage employees to come out with suggestions and take part in decision making as well for the betterment of the organization. Though initially there might be a resistance to change, as it is natural for humans to resist change, gradually the workforce understands the importance of initializing the change that might have a direct bearing on them and their working environment. A holistic change is what is needed for an organization to rise as a whole to greater heights.
Group training is a vehicle for individual change. It improves the listening skills, empathy, capability of being sensitive to fellow workers’ needs, interpersonal skills, and desired behavior in a social setup etc., Trainees selects the problem issues that are of interest to them, the setting being informal and unstructured and most interestingly there is no external force to structure the discussion. But it may be noted that the trainer interferes in extreme cases where the discussions turns out to be #counterproductive and destructive.
Survey feedback is another kind of intervention that gathers data from employees at different levels regarding the problem issues, through questionnaires and the feedback of the survey is analyzed by the top management to find the loopholes or bottlenecks hindering the development. This has been a popular organization development technique since time immemorial and still followed suit.
These programs are useful in improving the #quality of work life and employee productivity. Analysis of the effectiveness of intervention programmes and evolving right research designs to measure the variables before and after the change, shall reveal the extent of the influence of these interventions on the overall development of the organization.
Note:
OD action in #Tata Steel has facilitated #TISCO to emerge globally competitive. The major OD initiatives promoting a shared #vision, strong customer focus, cost reduction initiatives and competent HR policies have borne fruitful results.
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