Organizational Development



Organizational Development

Introduction

The field of organizational development (OD) is about the operation, development and effectiveness of organizations and its human resource. Organizational Development is conceived as free and incessant effort of management and all members of the organization to make credible, sustainable and functional to the organization over time, putting emphasis on human capital, streamlining processes, creating a style and pointing north from the institutional one (Margulies & Raia, 1971).

The organizational development is also seen as a tool that, through internal analysis of the organization and the surrounding environment, allows information to guide you in taking a path or strategy towards change, towards an evolution, according to the requirements or demands of the environment in which they are placed, making the efficiency of all its constituent elements for organizational success. This is required for an organization to be able or have the necessary elements to enter and compete in today's world, thus becoming a necessity for today`s organizations (Cummings, et.al, 2001). This paper aims to focus on discussion and learning about the organizational development process, developing high performance teams and excellence in people, as well as how to develop highly successful organizations.

Organizational Development Issues, Problems, and Opportunities

Born in the period of economic growth that followed by the Second World War, organizational development has experienced several years of popularity before becoming the target of criticism, often justified. Discipline whose boundaries are blurred, it is molded to prevailing trends and managerial passage, sometimes losing sight of the values that animated the first researchers to the origin of its foundation (Kondalkar, 2009).

However, the idea that it is possible to help organizations transform themselves, to become more efficient while enhancing the contribution of people who work there is more topical than ever. The authors present the most frequently cited organizational development as a discipline that draws its theoretical foundation in the behavioral sciences and aims to implement. They are interested in changing the organizational system as a whole and the individuals and groups that comprise in particular. The aim of interventions in this area is to increase organizational efficiency while promoting the development of people (Tornow, et.al, 1998).

A number of assumptions are the basis of organizational development: managers with a democratic approach perform better than those whose style is autocratic, the staff gives better yields if it is involved in decision making; honesty confidence and promote the flow of information and improve productivity, and finally the results of a business are strongly related to the dynamics and organizational groups. Organizations have therefore everything you need to function well and are the dysfunctions in the social dynamics that prevent them from reaching their full potential (Cummings, et.al, 2001). The work of an organizational development consultant is to help reveal these dysfunctions to allow members of the organization to act on them and increase its performance.

Issues facing organizations today are challenging that it seems tailored to organizational development. A first category of issues is affecting the preservation and transfer of ...