Organizational Development Flashcards
strategic HR
aligning HR strategies with corporate strategy; getting the right people doing the right things; doing the right things, the right way; will result in lower costs and higher rate of success for the organization; uses recruitment, assessment, selection, development and motivation/retention, performance management, incentives, and career planning
organizational development
affecting change in an organization by using the knowledge of behavioral science, planned and systemic changes can be affected to improve overall performance; OD happens from the top down, using a change agent (outside consultant and/or internal leaders) to guide the process of change both culturally, organizationally, procedurally, structurally; to collaboratively develop a plan to improve work life efficiencies, moral etc. within the organization; ideally you want the changes to become institutionalized; important to know the mission/goals of the organization, the values of the organization, management style, and organizational culture; steps to take - identify the strengths and weaknesses (SWOT - strengths, weaknesses, opportunities, threats), future needs, the gap between the two and what to do to close it (what’s the plan), the culture of the organization (what it is now vs. what it needs or ought to be), strengths and weaknesses in the current competencies of key people, and what the competencies need to be and the gap between the two (what’s the plan here); use EDDIEIS - entering/contracting, diagnosing, design intervention, implement intervention, evaluate, institutionalize, separate (important to know - the mission/goals of the organization, the values of the organization, and management style)
change management
managing change when change is necessary; what has to be changed needs to be agreed upon by all involved in order to get buy in from everyone; you need to understand where the organization is at the moment, and where it wants to be; the path forward to get there needs to be agreed upon and the steps forward need to be well defined, clear, and measurable; everyone needs to be involved in order for the change to be sustained; change needs to be based on a definitive plan, organization-wide, managed from the top, and focus on increasing organizational effectiveness and health
barriers/obstacles to change
individual resistance; lack of communication - which ought to be clear and frequent; lack of strategic direction - message should be cohesive, measurable, and should benefit everyone; lack of consistency - people need to see periodic evidence that the change is happening; cultural barriers - if the change impacts employees with diverse cultural backgrounds, there may be problems with getting them on board with the proposed changes; lack of perceived leadership buy-in
culture
org. culture is like the genetic makeup of the org. from which the org.’s image and brand is created, it embodies the org.’s mission, vision, philosophy, values, policies, principles, products, processes, market history and historical data; the culture creates the environment in the org. and influences the nature of long-term plans that move the org. toward its vision, culture also dictates the policies and processes that enable the organization to live its mission every day; the culture at your org. sets expectations for how people behave and work together, and how well they function as a team, in this way culture can break down the boundaries between isolated teams, guide decision making, and improve workflow overall
strategies to reduce resistance to change
designate a lead team that will help to identify what the challenges are, and to help craft the solution; delegate the change - have it done from the inside; approach the change as a positive thing, one that will benefit them; show employees the data that led to the need for the change in the first place; implement change in steps, and not all at once
how are OD consultants different than/from a regular consultant
OD consultants differ in that they encourage the employees of the organization to be involved in identifying the needs, the solutions, and implementations of the plan to make necessary changes; it emphasizes the need for buy-in of the members of the organization; regular consultants are usually brought in to address specific issues and to design solutions/programs/interventions that would be implemented by the firm
pitching your proposal
it is important to know your audience
