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Guiding Principles of Organizational Development

By HR Tech Outlook | Friday, January 17, 2020

Companies hire a consulting firm or OD expert that offers a non-biased perspective on ways of improving the company and its operational processes. This results in improvement processes at all levels within the organization.

FREMONT, CA: Every company strives to improve its effectiveness in all aspects of business operations, and Organizational Development (OD) is the best method to change the way a company operates. Generally, companies hire a consulting firm or OD expert that offers a non-biased perspective on ways of improving the company and its operational processes. This results in improvement processes at all levels within the organization. Let's look at some guiding principles of implementing OD.

Goal-Setting

To result in any change, planning is the first step, and the same goes for OD. A consultant helps companies to plan and set the goals for implementing OD. Increased performance and productivity, improved employee morale, and better profitability are among the common goals companies have while hiring OD professionals. One of the key reasons to hire a professional is to recognize the need for outside observation and support of a company. The key goals are set by the company itself, while consultants provide a guide for the entire process.

Employee Development

The consultant makes the plan for improvement at both employee and executive levels, drawing parallel goals with that of the overall goals of the OD process. Goals for executive development include improvement in communication, change management, and decision making, while employee development goals include a wide array of activities depending on the nature of the company. Sales and service-driven companies focus on areas like technical proficiency development, communication skills, problem-solving, and creativity, among other areas for employee development.

Restructuring

Companies call for OD consultants when they feel they cannot continue to operate in a similar brick-and-mortar manner. The OD process usually includes the development of an exclusively new plan or restructured plan. It includes changes in employee reporting structures, the formation of new work teams, movement of employees from areas in which they are struggling to other areas that are a better fit for them, and the reassignment of work activities among various departments.

Change Management

Some companies need OD as their management has failed to effect the transition through change, while some require it to gain knowledge of how change results in company development. The management team has to undergo change management training as a result of organizational development. Usually, the workforce is not ready to absorb the unexpected change in duties and responsibilities; hence managers need to know the common ways in which the change stress can be proactively converted to motivation.

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