Interventions in OD (organizational development) are varied.
Organizational development is the set of practices, resources, processes and techniques that allow optimizing the performance of an organization . It is about what an entity does in a systematic and planned way to adapt its operation in pursuit of progress.
It should be noted that the idea of ​​development is associated with advancement or growth. Organizational , meanwhile, is what is linked to an organization (a corporation, society or institution).
It can be said that organizational development is the approach that aims to strengthen the capabilities of a company. It is common for this development to be associated with change management, continuous improvement and other procedures that influence organizational behavior.
Characteristics of organizational development
It is possible to affirm that organizational development involves a series of procedures that are carried out according to a methodology and a plan so that an organization can grow. It has to do with the organizational culture and involves all sectors and areas of the entity.
Organizational development requires the permanent review of corporate actions so that it is possible to introduce the necessary changes. The goal is for the organization to become increasingly effective and to be able to sustain its good performance in the long term.
It should be considered that organizational development is not based on immediate solutions or a single process. It demands an organizational change where all parts of the company are committed to achieving the goals set.
To promote organizational development, a needs analysis is needed, the results of which are considered in strategic planning. A SWOT analysis (weaknesses, threats, strengths, opportunities) and the evaluation of key performance indicators ( KPIs ) also help to obtain an accurate organizational diagnosis.
Performance evaluation is key in organizational development.
The objectives
Organizational development aims to drive the growth or progress of the organization. This mission contemplates multiple aspects, which can be identified with various objectives. The intention is that each of them contributes to overall corporate success .
In this way, specific objectives of the different organizational development actions can be recognized:
- Improve efficiency : Through tasks that help optimize processes and work flows, minimizing downtime and waste.
- Increase customer satisfaction : Betting on the quality of the product or service and actively listening to the buyer or user.
- Achieve adequate talent management : No organizational development is possible if there is no well-being at work. Job satisfaction is key to employee engagement and empowerment and talent retention.
- Achieve fluid communication : Both internal and external communication must be carried out fluently. This is vital for teamwork and conflict management, for example. That is why organizational development must consider communication processes in all their dimensions, promoting a culture of feedback.
- Facilitate changes : As we already indicated, the organizational structure must adapt to market changes so that development is possible. The possibility of a structural change must always be considered, for which risks must be controlled and possible damage minimized.
- Encourage innovation : Innovation management is very important to promote organizational development through technological incorporation and creativity.
Managing the employee experience is important for organizational development.
Importance of organizational development
As a summary, it can be noted that organizational development is an institutional or corporate plan to improve the functioning of an entity . The purpose is to achieve sustainable growth.
This planning and these interventions are essential to stimulate and promote progress. The different actions contemplated in organizational development are combined so that the functioning of the organization is optimal.
As part of organizational development, problems are identified, solutions are proposed, measures are applied and the results are evaluated. This dynamic is what enables organizational learning and advancement.
The obstacles
It must be taken into account that organizational development often faces obstacles . The processes and tasks involved always imply a certain level of complexity, which can be accentuated by certain variables.
One of the most common problems is resistance to change . It is common for members of an organization to reject changes in processes or structures, either for fear of uncertainty or possible failure or even to avoid putting job security at risk.
This is often associated with poor communication . When the top managers do not know how to explain the reasons for the changes, the stages of the processes or the objectives to be achieved, resistance breaks out, making organizational development difficult.
Lack of resources is another common difficulty. When there is no money, staff or time, implementing changes and organizational innovation are very complicated.
Effective transformational leadership , attentive to group dynamics, is needed to overcome obstacles and ensure that organizational development is maintained over time.