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Any organisational development process starts with the identification of issues that can be solved within the organisation. This process progresses through various different stages as well as determines satisfactory progress made for additional involvement. In short, the procedure is cyclic and ends only when desired outcomes are obtained. It can also be a series of trial and error as well as a discovery of the best possible practices that can be implemented in the organisation.
Several different stages or phases of the organisational development process are problem identification, situational assessment, action planning/ planning of the intervention, implement plan/ implementing the intervention, gather data/ collect data to evaluate the intervention, determining the results and feedback.
Simply put, organisational development recognises and tests the real impact of problems on the growth of organisation and changes the system if required. It actually starts with the leadership as a vision to progress and enhance the organisational activities. It is not always advisable to execute development process when the organisation is in trouble, we can also execute a process to better the performance of the company. First and foremost decide which parts of the organisation require to be changed. Once choice is made, do work on reviewing the condition to understand the problem better. Reviews are of different types such as directorial review, citation review, focus review and surveying. In normal cases, assessments will be performed by the experts or members of the organisation.
Once assessment is understood, the very next step is to plan for involvement or intervention. Intervention can include improvement, teaching and team interventions through training and brainstorming sessions. Concentrated group discussions could also be implemented for this purpose as well. For your knowledge, team intervention in turn includes structural and individual interventions.
Another step in the organisational development process is to implement the planned interventions. In this phase, information is gathered and goals are created. The data collected is basically used to verify the efficiency of the involvement. Now, report back the data to the organisation's decision makers. If the desired objectives are met the organisational development process will continue but will take on a different focus until such time that the objective of the organisation is met.
Several different stages or phases of the organisational development process are problem identification, situational assessment, action planning/ planning of the intervention, implement plan/ implementing the intervention, gather data/ collect data to evaluate the intervention, determining the results and feedback.
Simply put, organisational development recognises and tests the real impact of problems on the growth of organisation and changes the system if required. It actually starts with the leadership as a vision to progress and enhance the organisational activities. It is not always advisable to execute development process when the organisation is in trouble, we can also execute a process to better the performance of the company. First and foremost decide which parts of the organisation require to be changed. Once choice is made, do work on reviewing the condition to understand the problem better. Reviews are of different types such as directorial review, citation review, focus review and surveying. In normal cases, assessments will be performed by the experts or members of the organisation.
Once assessment is understood, the very next step is to plan for involvement or intervention. Intervention can include improvement, teaching and team interventions through training and brainstorming sessions. Concentrated group discussions could also be implemented for this purpose as well. For your knowledge, team intervention in turn includes structural and individual interventions.
Another step in the organisational development process is to implement the planned interventions. In this phase, information is gathered and goals are created. The data collected is basically used to verify the efficiency of the involvement. Now, report back the data to the organisation's decision makers. If the desired objectives are met the organisational development process will continue but will take on a different focus until such time that the objective of the organisation is met.
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