|
All human resource activities strive to make the organization
a better place to work and to make it better at achieving its
stated ends. However, there is a specialty within human resources
called organizational development that seeks to improve group
dynamics, organizational structure, and organizational culture.
Organizational development (OD) is the practice of creating and
changing an organization’s culture so that people are better able
to achieve the organization’s mission.
The field
of organizational development (OD) was originally based
on a blend of psychology and sociology; it now incorporates
many business elements such as strategic planning, production,
accounting, and others. OD looks at how groups and organizations
function - how people interact to accomplish their work.
Common types of OD work include:
 change
management
conflict
resolution
strategic
planning
diversity
performance
feedback systems
team
building
organizational
redesign
business
process redesign
It is not uncommon for organizational leaders to include an organizational
development professional on major projects.
OD uses data collection, analysis, and interventions to accomplish
its work. Data is collected through interviews, focus groups,
surveys, observations, review of historical material, case analyses
and other methods. The data is then analyzed and presented to
the "client" group so that a shared diagnosis can be generated.
Interventions are recommended to the client group but developed
in cooperation with the client.
OD uses inclusive techniques so clients can learn how to work
on their organizational issues with the OD consultant. Three fundamental
principles of OD work are: 1) valid information, 2) free and informed
choice, and 3) internal commitment.
How To Use Our OD Services |
