Organizational Changes

Organizational Development is the use of behavioral science to plan and implement changes in a companies processes from the top down to more closely align organizational goals and objectives and to increase a companies effectiveness. The change in the organizational development process is in response to the changing nature of the business landscape and an increase in the awareness levels of the participants. It is a natural progression from a linear one dimensional perspective to a multidimensional holistic paradigm. Organizational change agents work to identify organizational problems, apply and implement modifications, improvements and solutions and evaluate the outcome for further refinement of the entire process.

The identification stage involves research and diagnosis of an organizations structures, operations, procedures and systems. The change in organizational development is viewed from a process perspective and balanced with the analysis of how humans carry out and implement the procedures. When the identification process is undertaken, questions get asked about how effective are a companies quality control, management strategies and overall approach to the companies goals and objectives? Are improvement initiatives necessary to improve the process itself or does it require behavioral modification and development utilizing coaching and leadership initiatives. The identification process is the first critical level to facilitate changes in organizational development.

Establishing an evaluation model scopes and bounds a companies organizational structure and processes. The implementation stage follows with initiatives to improve the organizations overall effectiveness. This can include planned changes to processes, conducting training programs, refining existing processes and encouraging open dialogue and collaboration in communication. An open communications platform helps to facilitate changes in organizational development by encouraging participation and feedback to find new and better ways to manifest company objectives and improve the work environment.

The evaluation stage involves analyzing the data from the implementation process to establish how well organizations overall effectiveness has improved. The evaluation model establishes the initiatives and criteria for performance assessment. Data collected from feedback can be used to further refine the process and come up with new and better ways to facilitate the change in organizational development to more closely align the organizations resources to the goals and objectives of the company.

To be effective, a change in organizational development must be embraced from the top down. Establishing the mandate raises awareness but following through brings about the desired action. The improvement process must continue long term to have lasting results. Short term initiatives can bring initial performance improvements but lasting efficiency occurs when the company commits to a process and iteratively refines the stages along the way.

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