The change within a firm must be planned, with a long-term vision, with a transformation of the organizational environment and aimed at improving the quality of life of all the people within its environment.
As we grow, we learn new things, we adapt to new ways of life, a term that is unobjectionable for all of us is present: change. Organizational Development (OD) bases its conception on this term and on how any company should best adapt to it in order not to have any kind of trauma.
DO characteristics
Just as in our adolescence we changed our voice or grew a few more centimeters, a company is forced to change its policy or its objectives by combining them with those of its employees. The big difference is that the changes described at the beginning of this paragraph were mandatory, natural, while the changes in the company are planned to improve its efficiency in the long term, through constructive interventions in business processes and structures.
DO assumptions
Concept of organization: this is where many ideas that were held about the organization change and move to the DO field; no longer work individually, relationships are now group; Before, work was done under the authority-obedience parameter, now there is trust among the members of a group; before authority was delegated, now there is shared interdependence and responsibility.
Likewise, there was a division of labor and hierarchical supervision, now there is multigroup participation and responsibility; before decision-making was centralized, now responsibility and control are widely shared; Before, conflict resolution was through repression and hostility, now conflicts are resolved through negotiation.
Organizational culture concept: changing organizations requires changing their culture, that is, the systems within which men work and live (beliefs, expectations and values).
Concept of organizational change: the general environment that surrounds a company is dynamic and must learn to adapt to the changes that may arise, be they scientific, technological, economic, social, political, etc., changes, inside or outside the Business.
Permanent adaptation and change: all of us, as well as organizations, are living dynamic systems and therefore suffer moments of adaptation, adjustment and reorganization. In the organization this change must be planned and not the result of chance.
Organization-environment interaction: the organization must constantly adapt to the conditions introduced by innovation, with a minimum of time and cost.
Individual-organization interaction: we as human beings have abilities that allow us to change, and the environment of the organization must be conducive for us to exploit our abilities, satisfying our needs and taking a more active role in the mission of a company.
Individual and organizational objectives: OD starts from the idea that it is possible to achieve that the goals of individuals are integrated with the objectives of the organization
DO is an integrated, planned change effort that includes the organization as a whole
DO process
Data collection and analysis: it is at this time that techniques and methods are included to describe the business system and the relationships between its elements and the ways to identify the most important issues and problems.
Business Diagnosis: Mainly directed towards the problem solving process. It seeks to identify concerns, problems and their consequences, establishing priorities, goals and objectives. At this stage the plans for their implementation are verified.
Intervention action: it is the last stage in the DO process, where it is implemented. The most appropriate intervention (group management, data feedback, job extension) is selected to solve a particular business problem.
As you could appreciate, any type of change in our lives or within the organization will always bring concerns, for this reason it is best to know how to adapt and head towards the best path, in the most appropriate way and without generating problems that will only cause the process does not prosper and therefore a better well-being is not found
