Organization development is a planned, organization-wide effort led by top management to increase effectiveness and health through interventions. It responds to change by altering beliefs, attitudes, values, and structure using education strategies. The goal is to help organizations adapt to new technologies, markets, and challenges through changes to culture. Organization development uses action research methods like collecting data on problems and taking action based on analysis. It must address actual needs for change identified by the organization and involve them in planning and implementing changes.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Conditions for failure in OD effort - OD process - Organizational Change an...manumelwin
A continued discrpancy between top management statements of values and styles and their actual work behaviour.
A big program of activities without any solid base of change goals.
Overdependence on outside help: With the incresing complexity of organizations and of the demands of the environment, it is easy to let consultants or specialists `solve the problem.’
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Conditions for failure in OD effort - OD process - Organizational Change an...manumelwin
A continued discrpancy between top management statements of values and styles and their actual work behaviour.
A big program of activities without any solid base of change goals.
Overdependence on outside help: With the incresing complexity of organizations and of the demands of the environment, it is easy to let consultants or specialists `solve the problem.’
The talent management process is how you organize the management of your human resources. It is how you choose employees, how you hire them, and how (or if) you train them, motivate them, fire them, and so on.
Steps
1.Specify What Skills You Need.
2.Attract the Right People.
3.Onboard and Organize Work.
4.Strategize to Retain Your Best Talent.
5.Plan for Successions.
Principles
Alignment with strategy.
Internal consistency.
Cultural embeddedness.
Management involvement.
Balance of global and local needs.
Employer branding through differentiation
“A process through which something becomes different.” This is the dictionary definition. Organisational change refers to the alteration in technology, structure, method, people, or their behaviour. Organizational change can be defined as the alteration in structure, technology or people in an organization or behavior by an organization. Here we need to note that change in organizational culture is different from change in an organization. A new method or style or new rule is implemented here.
The talent management process is how you organize the management of your human resources. It is how you choose employees, how you hire them, and how (or if) you train them, motivate them, fire them, and so on.
Steps
1.Specify What Skills You Need.
2.Attract the Right People.
3.Onboard and Organize Work.
4.Strategize to Retain Your Best Talent.
5.Plan for Successions.
Principles
Alignment with strategy.
Internal consistency.
Cultural embeddedness.
Management involvement.
Balance of global and local needs.
Employer branding through differentiation
“A process through which something becomes different.” This is the dictionary definition. Organisational change refers to the alteration in technology, structure, method, people, or their behaviour. Organizational change can be defined as the alteration in structure, technology or people in an organization or behavior by an organization. Here we need to note that change in organizational culture is different from change in an organization. A new method or style or new rule is implemented here.
The presentation is about organisational development. it is a set of systematic change methods in organisation which help in fighting with resistance of employees towards change in the organisation.
covers OD Objectives ,strategy and OD Interventions( covering all the models of Interventions) , Organisational change( Types of Change; Process of change, Models, Change agent
Organisational development and its techniquesPrarthana Joshi
It includes what is organizational development and various techniques. Its also includes a case study on organizational development in TCS organisation.
RTMNU 4th sem MBA
Subject - TEAM DYNAMICS [ HR ]
Module 5
STRATEGIES FOR TEAM BUILDING & OD
BY Jayanti Pande
#JayantiPande_slideshare
#TeamDynamicsMod5
MBA pdf notes rtmnu free
GE 9 cell matrix -an important topic to understand in strategy.GE nine-box matrix is a strategy tool that offers a systematic approach for the multi business enterprises to prioritize their investments among the various business units. The GE matrix has been developed to overcome the obvious limitations of BCG matrix.This matrix is a strategy tool that provides guidance on how a corporation should prioritize its investments among its business units, leading to three possible scenarios: invest, protect, harvest, and divest.Under this each business is appraised in terms of two major variables/dimensions – Market Attractiveness and Business Strength.The GE matrix takes into account multiple factors that can impact a company's performance, including market attractiveness, competitive strength, and business size. This provides a more holistic view of the business portfolio than other methods.
Nepal foreign trade structure and related issuesRoshan Pant
The membership with WTO has provided opportunities to Nepal for strengthening trade and investment. Similarly, Nepal’s activism in regional initiatives such as SAARC, SAFTA, BIMSTEC has encouraged us to go for trade integration regionally and globally.
Nepal, as is in between two giant economic neighbors, has great potential for trade and investment.
unit 7:participatory project management concept and case of NepalRoshan Pant
With regard to rural development....participation includes people’s involvement in decision-With regard to rural development....participation includes people’s involvement in decision-making process, in implementing programmes, sharing the benefits of development programmes and their involvement in the efforts to evaluate such pro-grammes.
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Memorandum Of Association Constitution of Company.ppt
Organization development full note nepal bank preparation
1. Organization Development
It is a planned organization effort initiated and managed by the Top in order to increase the
organizational effectiveness and health through Planned interventions in an Organizations. It is a
response to change and requires complex educational strategy to change the beliefs, attitudes, values,
and structure of an organization so that they can better adapt to new technologies, markets, and
challenges, and the dizzying rate of change itself. The methodological model for OD is action research;
data on the nature of certain problems are systematically collected and then action is taken as a function
of what the analyzed data indicates. To be OD, it must respond to an actual and perceived need for change
on the part of the Organization, involve the Organization in the planning and implementation of the
change, and lead to change in the organization’s culture.
Characteristics of Organization Development
1. OD is an interdisciplinary and primarily behavioral science approach that draws from such
fields as organization behavior, management, business, psychology, sociology, anthropology,
economics, education, counseling, and public administration.
2. A primary, though not exclusive, goal of OD is to improve organizational effectiveness.
3. The target of the change effort is the whole organization, departments, work groups, or
individuals within the organization and, as mentioned earlier, may extend to include a
community, nation, or region.
4. OD recognizes the importance of top management’s commitment, support, and involvement. It
also affirms a bottom-up approach when the culture of the organization supports such efforts to
improve an organization.
5. It is a planned and long-range strategy for managing change, while also recognizing that the
dynamic environment in which we live requires the ability to respond quickly to changing
circumstances.
6. The major focus of OD is on the total system and its interdependent parts.
7. It is an education-based program designed to develop values, attitudes, norms, and management
practices that result in a healthy organization climate that rewards healthy behavior.
8. It is a data-based approach to understanding and diagnosing organizations.
Process of Organization Development
1. Initial Diagnosis/Consultations: The first step in the organizational development process is to
approach the organizational development consultant to determine the types of OD programme to
be developed. The consultant may be a professional consultant from outside or he may internal
service personnel, expert in organization development programmes. At this point, the consultant
may have consultation with person from various levels in the organizations in order to gain the
knowledge of imports. For this purpose, he may interview such persons or he may adopt any
other way to be acquainted with the necessary information.
2. 2. Data collection: The consultant meets various groups away from the work in order to
determine the organizational climate and behavior problems faced by the organization.
They gather information through surveys and develop information through interviews etc.
3. Data Feedback and Confrontations: Data, so collected are made known to work groups
concerned and their viewpoints are taken. After having an initial diagnosis and solution to problems,
data will be again given back to employees for collecting their viewpoints. The situation of
confrontation may arise at the time of discussion on solutions of problems.
4. Action planning and Problem Solving: Data are used by the groups to suggest
specific recommendations for change. They discuss the problems faced by the organizations and
stretch specific plans including who is responsible for problems and at what time.
5. Team Building: Team building through organizing meeting with managers and their immediate
subordinates are encouraged so that they can improve the functioning of the work group with the
guidance of consultant.
6. Inter Group Development: Understanding and co-ordination will be developed among different
groups to achieve the objectives. In other words, with the development of natural team (a manager and
his sub-ordinates), the larger groups comprising several teams may be developed. In this way, it will
include the whole organizations.
7. Appraisal and Follow up: Appraisal of the programmes are made deficiencies are found out if any.
Consultants can develop additional programmes in are where the original programme is felt
ineffective and results are poor and that requires improvement. Thus, the consultants advise follow up
for better understanding.
Benefits of Organizational development
1. Helps to improve the organizational ability to cope with changing environment and
thus helps the organization to stay competitive.
2. Helps to create a work climate that encourages creativity and openness for personal
growth and development which are ultimately tied up with Organizational
Development.
3. Improves organizational effectiveness through better utilization of resources and
increased productivity.
4. Helps to understand the Organizational strength and Weakness.
5. Improved team work and greater commitment and participation.
6. Significant decrease in dysfunctional Behaviour.
7. Ability to aatract and keep healthy and productive employees.
Problems/Limitations of Organizational Development
1. Fails to motivate people with low level of achievement needs.
2. Costly and thus only large size organization can afford.
3. Can be unfit to real world because aasumption made at particular situation keeps
on changing.
4. Resistance to change can be the major problem.
3. Organizational Development (OD) Interventions/ Organization
Development at Group and Inter Group Level
Organizational Development (OD) Interventions are structured program designed to
solve a problem, thus enabling an organization to achieve the goal. These intervention
activities are designed to improve the organization’s functioning and enable managers
and leaders to better manage their team and organization cultures. Numerous
interventions have been developed over the years to address different problems or
create various results.
There are three levels of OD interventions:
1. Intervention at Individual level: It aims to change the attitude perception
belief and values of individual employees of the organization. The tools used
for individual level are:
Survey feedback: under this researcher collects information of
employees and their attitude towards current wage level, structure,
hours of work and working condition. Such information are then
supplied to Top Level management for deep study and come up with
remedial measures or solutions to correct the problem identified.
Sensitivity Training: In the course of training unstructured group
interaction is made where participants share their opinion, view idea
and knowledge towards each other assigned subject matter. In the
course they cope up with criricism, accept them, understand other
views,work in group and finally work together and develop problem
solving ability by working together.
Counseling and coaching: In this tool outside expert encourages
employees to change their attitude,beliefs, values etc. When
employees are counseled and motivated they fully devote their work
for achieving organizational goal.
2. Intervention at Group level: It aims to increase the group level activity. It
basically focuses on developing leadership ability,team work, conflict
management etc. The tools for intervention at Group Level are:
Process Consultation: Consultant are hired for observing the overall
process such as communication pattern,decision making, ledearship
styles,methods of conflict resolution etc.They finally provide proper
guidance to the management for improving the working Process.
Team Building: Team members are formed through interpersonal
relationship and in open and Trustworthy environment. All the
conflict are resolved on the basis of Mutual Understanding, interaction
of group members.
4. Inter-Group development: There can be conflict between two or
more group who are interdependent among themselves. Unhealthy
competition between them must be eliminated and their activities must
be harmonized and coordinated.
3. Intervention at Organizational Level: It aims to improve organizational
level activity through proper rules and regulations, sound working procedures,
technology and whole organizational system. The common tools under it are:
Goal setting and planning: Goals must be prepared by every
department and presented to top level for modification and approval.
When every people are involved it brings commitment to work and
predetermined goals are achieved faster.
Organizational restructuring: It involves redefining hierarchy of
authority, division of work, formal relationship and co-ordination
mechanisms which bring changes in performance and supports for
planned development.
Technological changes: introduce new technology in organizational
activities. IT must be widely used for production and distribution
Functions.
QWL programs: safe and healthy environment,empowerment of
employees,two way communication,fair reward, feeling of team work
encourages employees to increase their performance.
Changing Organizational Culture/Creating the culture for
change
Recently, some OB scholars have focused on a more proactive approach—how organizations
can embrace(accept) change by transforming their cultures. For this Organization can
Demonstrate three ways of creating a culture for change:
1.Managing Paradox: The true test of leadership is successfully managing paradoxical
opposites faced every day in business. The paradox theory focuses that the key paradox in
management is that there is no final optimal status for an organization. managers who think
holistically and recognize the importance of balancing paradoxical factors can change and
create the culture for Organizational change soon.
2. Simulating an innovative culture: Innovative culture can be defined as the
multidimensional atmosphere which includes the values, assumptions, and beliefs shared of
the members of an organization that cause it to be prone to explore new opportunities and
knowledge and generate innovation, in order to respond to market demands. Managers in
innovative organizations recognize that failures are a natural by-product of venturing into the
unknown. Within the human resources category, innovative organizations actively promote
the training and development of their members so they keep current, offer high job security
5. so employees don’t fear getting fired for making mistakes, and encourage individuals to
become champions of change.
3. Creating a Learning Organization: A learning organization has developed the
continuous capacity to adapt and change. To become a learning organization, managers must
demonstrate by their actions that taking risks and admitting failures are desirable. This means
rewarding people who take chances and make mistakes. And management needs to encourage
functional conflict.