Organisational Development Assignment

Only available on StudyMode
  • Download(s) : 583
  • Published : November 14, 2012
Open Document
Text Preview
I
POL POYTECHNIC OF NAMIBIA
Harold Pupkewitz Graduate School of Business

ASSIGNMENT COVER SHEET

-------------------------------------------------
HP-GSB STAMP
Assignments must be submitted in
hard copy to:-

The Secretary

HP-GSB Reception
Tel 061 207-2850

Date Received: …………. Time Received: …………. -------------------------------------------------
I declare that this assignment is our own work. I further declare that where material has been used from other sources, whether by paraphrasing or by direct quotation, it has been fully acknowledged and referenced. I have retained a copy of this assignment for my records. -------------------------------------------------

Student’s Signature………… (Signed below) ……....Date: 28 September 2012 SURNAME &| Mr. Anton Scheun | ……………...|
FIRST NAME:| | |
STUDENT NUMBER:| | |
COURSE TITLE:| Masters in Leadership and Change Management| | MODULE TITLE| ODOrganisational Development| |
MODULE FACILITATOR:| Dr. S. Pillay| |
ASSIGNMENT DUE DATE:| 10 October 2012| |

This is to certify that the assignment is the work of the student, Mr A. Scheun and where sources were consulted; reference was made to them under the reference table.

ii
Mr. ANTON SCHEUN
9328548
ORGANISATIONAL DEVELOPMENT ASSIGNMENT

iii
EXECUTIVE SUMMARY
1. Learning Organisation
A Learning Organisation is organisations or enterprises that continuously needs to learn and renew themselves. This indeed has many advantages for both the individual and organisation in that continuous transferring of knowledge and changing of behaviours takes place. The best way to implement such intervention, to become a learning organisation, is to link it to the Strategic, Tactical, Operational and Individual Plans of staff members in the organisation. This will ensure integration and everyone contributing to the achievement of the goals and objectives of the enterprise. By so doing, members and the organisation become learning organisations, because this create dialogue, debate, problem solving skills, communication, buy-in and a win-win combination to all parties.

2. Performance Management System

The purpose of Performance Management systems for organisations is to measure the achievement and performance of both individuals and the organisation as a whole. The PSN has already implemented a PMS at Offices, Ministries, Agencies and Regional Councils. A Performance Management System can only “survive” if all staff members are committed, trained and have the culture to effectively implement such a system. The advantages are enormous of which individual as well as organisational goals are met at the end of the day. The effective implementation of a PMS for the OPM will indeed contribute to effective and efficient customer needs and satisfaction levels.

3. Total Quality Management
Total Quality Management is an area which has been neglected in the past by the Public Service of Namibia (PSN). The PSN has not have a system in place which measure standards and deviations of product and services. Currently, this function is executed by internal and external auditors. The purchasing of a comprehensive Total Quality Management System is therefore strongly recommended, as one of the important Organisational Development interventions, to be implemented in pilot ministries before it is rolled out to other Offices, Ministries, Agencies and Regional Councils in Namibia.

4. Six Sigma

Six Sigma is a new concept for Namibia and has the purpose to measure product and services of enterprises on a scale of 3.4 defects per million units. The author strongly recommended that a research and feasibility study be conducted by the Namibia Defense Force (NDF) to determine the viability of such a system for the Public Service of Namibia.

IV
TABLE OF CONTENTS

No| Subject| Page|
1| Introduction of a Learning Organisation| 1|
2|...
tracking img