Organizational Development and Swot Analysis
Current Trends in Organizational Development and SWOT Analysis
ORGANIZATIONAL DEVELOPMENT i. Organizational Development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.
OD is a process of continuous diagnosis, action planning, implementation and evaluation, with the goal of transferring knowledge and skills to organizations to improve their capacity for solving problems and managing future change.
It is a question on how to make and retain high performing and effective organizations. This is what we call: ‘Results from the Inside’. The bottom line is improvements are based on a mix of advisory, training and executive- coaching. We can call this ‘Organizational Development’: implementing hands-on, practical solutions to help companies to improve their performance by making their employees more effective.
Organization Development is a dynamic values-based approach to systems change in organizations and communities; it strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them.
Organization Development (OD) is an evolving field of practice. The definition and principles of practice below are intended to serve as: * a compass for future training and development of OD practitioners; * a ruler for current practitioners to assess their practice; * a base that researchers use to add new or changed principles; and * one of the criteria for clients to evaluate OD internal and external consultants
History and Application of Organizational Development Theory
OD emerged out of human relations studies from the 1930s where psychologists realized that organizational structures and processes influence worker behavior and motivation.
Lewin's work in the 1940s and 1950s also helped show that feedback was a valuable tool in addressing
ORGANIZATIONAL DEVELOPMENT i. Organizational Development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.
OD is a process of continuous diagnosis, action planning, implementation and evaluation, with the goal of transferring knowledge and skills to organizations to improve their capacity for solving problems and managing future change.
It is a question on how to make and retain high performing and effective organizations. This is what we call: ‘Results from the Inside’. The bottom line is improvements are based on a mix of advisory, training and executive- coaching. We can call this ‘Organizational Development’: implementing hands-on, practical solutions to help companies to improve their performance by making their employees more effective.
Organization Development is a dynamic values-based approach to systems change in organizations and communities; it strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them.
Organization Development (OD) is an evolving field of practice. The definition and principles of practice below are intended to serve as: * a compass for future training and development of OD practitioners; * a ruler for current practitioners to assess their practice; * a base that researchers use to add new or changed principles; and * one of the criteria for clients to evaluate OD internal and external consultants
History and Application of Organizational Development Theory
OD emerged out of human relations studies from the 1930s where psychologists realized that organizational structures and processes influence worker behavior and motivation.
Lewin's work in the 1940s and 1950s also helped show that feedback was a valuable tool in addressing