Organizational development (OD) is a powerful tool that can help organizations reach their goals and objectives. It is a process of aligning employees with the company's vision, allowing them to feel more responsible for the mission and, as a result, become more motivated and productive. OD also helps to make strategic decisions in each activity carried out by the organization, thus improving efficiency and producing better results with the same or lower input levels. Organizational development and change management are essential for communicating the future vision and then uniting the capacity and potential needed to achieve that vision.
Kurt Lewin, considered the father of organizational development, limited himself to saying that the process of change consists of unfreezing, changing and refreezing the process of change. OD initiatives often include training and development programs aimed at improving the skills and abilities of employees. However, large-scale changes, such as the introduction of new company goals and visions, are examples of organizational interventions. A human resource management professional who uses organizational development in human resource management is successful in managing and identifying business functions, as well as creating functions that provide an answer to a problem.
As they embark on the long process of change, trust is essential to align with the organizational development process. Organizational development has a ripple effect on all facets of a company, from employees to operations to sales. The organizational development professional must be able to explain the results of their evaluations and recommendations to clients. They must also know the past and present of an organization, its successes and failures, its competitors and partners. The organizational development professional is part manager, part animator and part organizational psychologist.
It is the design and development of a set of solutions or a specific solution to address the diagnosed problem. The leaders of an entity need to have a vision of the nature of the expansion of future operations for the future expansion of an organization. In addition, there are four guiding principles, or pillars, to consider in the organizational development process: feedback and interaction; strategic decisions; training and development; and trust. Organizational development is an invaluable tool for any organization looking to unlock its potential. By aligning employees with company goals, providing training opportunities for employees, making strategic decisions, and fostering trust between employees and management, organizations can create an environment where everyone works together towards success.
