Organizational Development: Concept and Main Tasks
We explain what organizational development is, why it is so important for companies and what their main tasks are.
Organisational development attaches vital importance to relationships between people.
What is Organizational Development?
Organizational development is the set of techniques, tools and practices designed to maintain the proper functioning of a company, group or organization, streamlining processes and generating a favorable work environment.
It is usually run by personnel specialized in human relations, organizational or business psychology and related professions.
Organisational development is a practice that attaches vital importance to relationships between people, how they develop, in what contexts and what factors are involved.
It is undoubtedly one of the most important factors for any company or organization to develop optimally without suffering inconvenience in its structure or with the staff.
One of the main problems that organizations face is lack of adaptation. Today’s market and world have only one fixed characteristic: they are always changing, in continuous movement.
For this reason, it is necessary that the organizations are permeable to constant modifications, but at the same time do not lose their essence and do not fluctuate in an exaggerated way.
Gone are the days when companies were run by despotic bosses, based on perfectly delimited and technically opposed structures.
Today, the values of democracy and co-participation are the most important to run an organization.
What are the main tasks of Organizational Development?
An action plan should be drawn up and appropriate measures taken.
To facilitate understanding of some of the most important steps taken in organisational development, we will present them in brief steps.
Selection of suitable personnel
As a preliminary step, the company or organization should choose the specialized personnel.
Managers should make this decision carefully. Once chosen, management should explain why the aid is needed (either because of a situation of discontent, or rather structural problems of the company).
Once the problem has been defined, the information will be collected on the basis of questionnaires and interviews with employees.
It is important to rescue the subjective aspect of people, what they think, how they visualize the present and future of the organization.
General diagnosis and definition of strategies
Finally, the group of specialists should make a general diagnosis and explain the situation in detail to management.
This must be accompanied by a series of strategies to follow, certain directives that it would be advisable to take to guarantee the functionality of the organization.
Plan of action
Finally, the appropriate measures should be taken. This can vary depending on the particular situation of the organisation, from employee recreational activities (to strengthen interpersonal relationships) to organisation-specific talks or courses.
As we can see, organizational development engages the whole company. It is what will or will not give continuity to a project, giving the tools to overcome the obstacles that are always present in any organization (and market, in case of competing in one).
In such a globalized and complex world, this type of knowledge is highly valued by organizations.
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