2. Organisational culture :-
Organizational culture is generally understood as all of a company’s beliefs, values and
attitudes, and how these influence the behaviour of its employees.
Culture affects how people experience an organization—that is, what it’s like for a
customer to buy from a company or a supplier to work with it. It shows up in company
policies such as dress code and office hours. It also informs things such as workspace
design and employee perks. Culture is usually set by a company’s leaders.
Companies don’t tend to define their cultures explicitly; they tend to emerge from what
people believe, how they think, what they say and what they do. Culture shapes what
behaviour is acceptable or unacceptable. Culture may help define values and core
principles that guide organizational behaviour.
3. Organisational change :-
Organizational change refers to the actions in which a company or business alters
a major component of its organization, such as its culture, the underlying
technologies or infrastructure it uses to operate, or its internal processes.
Organizational change management is the process of guiding organizational
change to a successful resolution, and it typically includes three major phases:
preparation, implementation, and follow-through.
4. WHAT CAUSES ORGANIZATIONAL
CHANGE ?
Many factors make organizational change necessary. Some of the most common
faced by managers include:
New leadership at the helm of the company or within its departments
Shifts in the organizational team structure
The implementation of new technology
The adoption of new business models
To ensure a smooth transition, it’s important to have a set organizational change
management process that can be applied across various types of change.
6. Organizational Development :-
Organizational development is a planned, systematic change in the values
or operations of employees to create overall growth in a company or
organization. It differs from everyday operations and workflow
improvements in that it follows a specific protocol that management
communicates clearly to all employees.
Organizational change and development can be a long, sometimes
overwhelming process, but companies usually begin with several goals in
mind:
7. Organizational Development :-
Ongoing improvement. Changing company culture to view new strategies as a
positive growth opportunity allows for ongoing improvement and encourages
employees to become more open to change and new ideas. New strategies are
introduced systematically through planning, implementation, evaluation,
improvement, and monitoring.
Better or increased communication. Organizational development that leads to
increased feedback and interaction in the organization aligns employees with the
company’s vision. Employees feel that they have more ownership in the company’s
mission and may be more motivated as a result.
8. The Process of Organizational
Development :-
The organizational development process is a systematic, research-based series of
steps. Common implementation steps include the following.
identifying an area of improvement. Organizational change begins with identifying
a need that aligns with business goals. Companies often know that need right
away, but they may consider a data-driven approach to identify problems through
formal surveys and feedback. This approach allows for a more thorough
understanding of the area for improvement. Companies should ask themselves
what they want to change, and why that change is necessary.
9. The process of Organizational
Development :-
Investigating the problem. Once the area for improvement is identified,
companies conduct an investigation to learn why the problem exists, what the
barriers to improvement are, and what solutions have previously been attempted.
This step can also include surveys or focus groups and individual consultations.
Creating an action plan. The company then creates a plan with allocated resources
and clearly defined employee roles. This plan will include specific support for
individuals involved and identify a measurable goal. During this step, companies
should think about how they’ll communicate changes to staff and manage
feedback.
10.
11. Need for Organisational Development:-
Organisational development is a dynamic technique. It uses the
behavioural science knowledge to assist the organisations in adjusting
easily to the changes. Every organisation has a need to remain viable and
to survive in the world of change. OD has grown rapidly in response to
this need of the organisations. For this purpose it uses the systems
approach.
12. Benefits of Organisational Development :-
1. Provides opportunities for people to function as human beings rather
than mere resources in the production process.
2. Give each member of the organisation opportunity to develop to his
full potential.
3. Seeks to make the organisation more effective in meeting all its goals.
13. Benefits of Organisational Development :-
4. Tries to create an environment in which exciting and challenging work
can be found.
5. Gives people in the organisation the chance to influence how they
relate to work, the organisation and the work environment.
6. Treats each human being as a person with a complex set of needs, all of
which are important in his work and life.
14. Thankyou
Name :- Kamya jain
Course :- B.tech (CSE)
Enrollment number :- A20405222032
