Organizational Development (OD) has been defined by several theorists. These definitions take different functions in priority. A Few effective ways to define the complexity of Organizational Development are described as follows.
The definition states-“The main goal of organization development is to make organizations more adaptive, in order to enhance them in terms of competence as well as potential intentions so that every organization can incessantly implement planned change efforts on an action orientation basis”(Brown & Harvey, 2021).
OD is also known as Objective-Based Technique which is generally used for inducing a change in complete system for a single entity (Saha & Ekbal, 2013). Combining multiple classifiers using vote based classifier ensemble technique for named entity recognition. It can always be achieved by making rotational shifts in communication. Communication can be done in various forms using (Verbal Interactions), for writing communication using (Books, Websites, as well as Magazines), graphically (through Graphs, Charts, as well as Maps), or non-verbally (via non-verbal processes along with their supporting framework). By researching employees’ behavior, experts may analyze as well as observe the workplace environment as well as forecast development, which can then be used to promote effective organizational growth.
Significance of Organizational Development
It is significant in increasing production as well as effectiveness and has a number of benefits (Kulkarni, 2013). One of the best ways to encourage favorable results in these criteria is to use a well-thought-out organizational development model. It is normally a process of integrating an organization along with the tools which are very important in order to match the need of the client with the market effectively and to upgrade new changes in the market is known as organizational development. The following are some of the advantages of organizational development.
Continual Improvement: Since OD is capable of providing a continuous great outcome where different methods get investigated, assessed, accessed as well as implemented so to achieve the real-life result. Hence. Organizational development is considered to be the method fosters where a company can adopt changes internally as well as externally. Alterations are also taken into consideration whenever needed in OD.
Improved Horizontal and Vertical Communication: Organization's internal growth is defined as efficient communication, engagement, as well as feedback. Because of a successful communication system, employees are aligned with the goals of the company, their values as well as objectives. Employees can understand the need for change in the workplace if there is an open communication system in place. Active organizational development increases communication inside a firm by regularly sharing feedback in order to drive change. )
Product And Service Improvement: One of the major benefits of organizational growth is invention, which is a key contributor to product and service enhancement. As said by a theorist that need is the first step towards invention, this theory also applied to organizational development as –OD played a major role in invention for the purpose of products and service improvements respectively. For example by taking a reference of social media, adding specific details, by adding accurate product descriptions etc.
Organizational Development's Consequences
Values as well as Assumptions in Organizational Development are characterized by a set of concepts, assumptions, and ideas that shape the field's goals and techniques and distinguish it from other methods of improvement.
Final Thoughts
OD is crucial because it helps companies shift into a more productive phase. Change promotes the introduction of new ideas and approaches while also guaranteeing that a company is both imaginative and profitable.
References
Brown, D. R., & Harvey, D. (2021). An experiential approach to organization development. Pearson Education.
Saha, S., & Ekbal, A. (2013). Combining multiple classifiers using vote based classifier ensemble technique for named entity recognition. Data & Knowledge Engineering, 85, 15-39.
Kulkarni, P. P. (2013). A literature review on training & development and quality of work life. Researchers World, 4(2), 136.
Obendhain, A. M., & Johnson, W. C. (2004). Product and process innovation in service organizations: The influence of organizational culture in higher education institutions. Journal of Applied Management and Entrepreneurship, 9(3), 91.
Postmes, T., Tanis, M., & De Wit, B. (2001). Communication and commitment in organizations: A social identity approach. Group processes & intergroup relations, 4(3), 227-246.
Thapa, S. (2017). DEPENDENCY OF SERVICE QUALITY ON HUMAN RESOURCE DEVELPOMENT: A survey conducted for cleaning company.
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