Archive for the ‘Organization’ Category
Organizational development is a complex method that applies behavioral science to structural changes. It includes a wide range of activities, processes and theories, which focus on improving individual entities.
Organizational development focuses on approaches primarily intended to improve or change the organizational processes to maximize efficiency and reduced negative side effects.
Background and Description
Organizational development is rooted in behavioral research that appeared in the States after the Second World War. This led to the formulation of development strategies of behavior in their forties and fifties, which included quality control, response and sensitivity training.
Another factor contributing to the growth of organizational development have been models of socio technical systems of Britain and the Tavistock Institute developed during the fifties. It was mainly developed social needs and maintaining a significant interaction in the context of technological change.
It was later adapted turbulence caused by the organization of other factors such as layoffs or restructuring and the creation of governance structures to support very efficient. In the modern context ID, the socio-technical approach usually include work teams.
Evolution in the current context
National and international economic influences increased interest in the operational development in the United States during the eighties. Increased competition and slowing market have forced many entities is extensive organizational change.
For example, in their quest for productivity and quality, many entities, new technologies, pay cut, the plans change and motivating employees to accept new management structures. Many entities are using organizational development techniques in order to make changes.
Principles of organizational development
Although organizational development is a vast area, it can be distinguished from other changes in organizational systems, thanks to its added emphasis on process rather than problems.
While the group change systems have focused on identifying problems in an organization, then change the nature of the problem, the initiative focuses on identifying the behaviors and interactions to maintain and cause problems.
Typically, the organization’s programs share several basic characteristics. For example, in most cases they are considered long-term efforts of at least three years. In addition, the operational development focuses on collaborative management, where staff and managers at different hierarchical levels to work together to solve problems.