The Organizational Development (OD) is a conscious, planned process of developing an organization’s capabilities so that it can attain and sustain an optimum level of performance as measured by efficiency, effectiveness, and health. Through the process of Organizational Development, we attempt to bring about successful change efforts in individual employees, groups and teams, inter-groups, and organizations as well. At any of these levels, when we use the process of Organizational Development we are essentially asking:
- Where are we?
- Where do we want to be?
- How do we get from where we are to where we want to be?
Organizational culture is the sharing of values and beliefs of the organization and the behavior related to them, important to remember that culture will eat strategy for lunch any time of the day.
So the alignment of the organizational culture with that of the employees’ culture becomes a major factor in either the success or the detriment of any organization.
The culture of an organization along with its leadership and management styles and presence or absence of bureaucracy creates a work environment or climate that will either inspire or motivate the employees to achieve the corporate mission or inhibit the employees’ motivation and enthusiasm for their jobs hence limiting the success of the organization
Organizational culture and climate determine the level of employees’ engagement and involvement in the decision making process and provides the unwritten ground rules upon which decisions can be based in the absence of relevant policies
To achieve a competitive advantage in a global marketplace, contemporary organizations are in a continuous state of change. Within such a complex system as an organization, change has a rippling effect.
Changes have an impact, sometimes quite dramatic, economically, politically, socially, legally, organizationally, and even personally.
There are many factors that contribute to a positive climate and culture, challenging work and respect are mainly of major importance as much as how much money they make in determining their level of commitment, satisfaction, and productivity.
Our team of highly experienced consultants through our signature D.I.A.L.O.G.™provide strategic solutions or interventions to implement changes made to the vision, mission of values of the organization. These strategies are designed to align different components within the organization with the new direction or focus established by the leaders and management of the organization.
Some strategy examples:
- Change Management
- Knowledge Management
- Learning Organizations
- High Involvement Organizations
- Human process interventions
- Leadership development
- Team building activities
- Conflict Resolution
- Management By Objectives (MBO)
- Emotional Intelligence
- Human Resources Interventions (Coming up in the fall of 2011)
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