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20 Why has it not been done before


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20 Why has it not been done before

  1. 1. OPD theory (1) defines management as identifying the goals derived from strategy then identifying the ideal actions derived from the goals that offer great- est chance of greatest goal success. (2) Leadership as guiding people act out the agreed ideal actions with zest and commitment. It is not possible to create OPD theory without hav- ing underlying scientific precision of (1) a clear and consistent methodology of social science for build- ing theory; (2) a general theory of cause: (3) a gen- eral theory of knowledge; (4) a general theory of psychology. Finally, it is not possible to do 2, 3 & 4 without understanding of how they are linked and interrelated. Why do we need science? HR, engagement, culture, motivation, human capital, etc. and the very nature of organization itself involve people. The science of people is social science, and subject to the rules, principles, and understanding that dominates all science. No other aspect of organ- izations involves the depth of science in this way. Would you present a business plan to the Directors that did not consider costs, or competition, or re- turns, etc. Of course not. First things MUST be done first. Same in science. First things must be done first. Therefore, for example, how can we discuss motivation without a general theory of psychology? If we do, we need declare that in the absence of a general theory of psychology, which could alter everything about to be said on motivation, we specu- late that… OPD theory needs no such qualification, since it brings all first things to account. The practical manager does NOT need know about this intellectual stuff, but does need to know what is being offered works. Better science, better technology, better results. The practical manager needs to know they can depend on the technology they are using. And that technology should be the best available, which means it is de- rived from the best science available. OPD theory goes beyond the historical empirical approach that this idea seems to work in most situa- tions most of the time. OPD offers clear, specific guidelines for getting the best results every time. There is no causality in groups. All social causality occurs via the individual mind. Read my work at my SSRN author page if you need to understand why that is so. ( author=2572745) The fact social causality occurs in the mind of each person means that what happens in a group is the vector addition of what happens in each individual mind. Causality of group behaviour cannot be ana- lysed from the point of view of the group, only from the point of view of each individual and what they intend given the group circumstance. Effective organization action requires coordinat- ed effort. An effective organization is one with smooth inte- gration of different business functions. We all know it is not simple to achieve, even though from a group point of view it sounds simple. When we add understanding of group causality, we see immediately why it is difficult to achieve. It is not about the group, but how each mind ‘sees’ what they need to do relative to the group output. OPD theory is a system whereby every person can clearly ‘see’ and agree their role in the greater or- ganization, and is intrinsically motivated to do it and is supported in doing it by the team leader ena- bling the team have fun each day at work while doing it. OPD theory cannot be applied piecemeal. OPD theory and the technology of organization design arising from it is a way to THINK about the link between the strategy the market and the people who make the organization come alive. Imagine a small group facing some circumstance Now imagine two people see it one way and one person sees it differently. Will they act in a coordi- nated manner? Well, hardly. It could be suggested getting the coordination is what the team leader does…under all existing approaches that is true. We know of the limits of that approach, and the ongo- ing issues that arise. Among which is the constant need of ‘realigning’ minds with the tasks, especially the one who does not see it as the other two. Perfor- mance will always be a wrestle. Now imagine where all three team members guided to see it the same way, and they agree their part of the coordi- nated effort. Now, it is merely a matter of keeping top of mind the agreed things each person needs to do. Each person then ‘seeing’ it clearly. The team leader supporting each person maintain energy and zest in the task by enabling them have fun while doing it. Ideas were not accepted as influencing people, whereas explaining organizations involve understanding of ideas and how they were causal in human affairs. OPD-HCD™ is the only technology for enabling people willingly align their minds in pursuit of a common goal. Newsletter 20 Why has it not been done before? Newsletter topics 1. Seeking new thinking. 2. How to double profits. 3. Goal—action. 4. Linking staff action to strategy. 5. Human performance driving results. 6. HR as rollout of strate- gy. 7. Behavioral structure of the organization. 8. Understanding human psychology. 9. Linking people to be- havioral structure. 10. Perfect human perfor- mance. 11. Performance manage- ment moving actual toward perfect perfor- mance. 12. Built in flexibility. 13. A scientifically proven balanced solution to human performance as a driver of results. 14. Redefining engage- ment. 15. Culture. 16. All HR policy changes. 17. Lifting expectation. 18. Redefining leadership. 19. Redefining manage- ment. 20. Why has it not been done before? 21. Stop. Reflect. Chose and improve. 22. Why can’t we do it ourselves? 23. Mind of the CEO. 24. HR as the ‘right hand’ of the CEO. 25. Building a ‘verbal ready’ Executive. 26. Understanding human motivation. 27. Building and imple- menting an integrated motivation policy. 28. Human capital. 29. Finding and develop- ing talent. 30. Choosing better ideas. Reading these newsletters you will gain new insight into how to manage the link between people and your organization so that both benefit by increased results, greater success, increased profits, more fulfilling work, and greater satisfaction. Contact: to meet and explore how this system will lift results in your business. Alternative advise us, do not send, if you do not wish to receive more emails.