Summary
From the rational activity an idea (product of our imagination) arises as a construct in the mind, a good Planning of Organizational Development will be potentiated when proposing, not only one, but several alternative solutions to the problems raised by means of activation of divergent thinking.
Keywords: Planning, Organizational Development, Divergent.
Introduction
Organizational Development Planning is an extremely broad and interesting topic, for this essay I will address the Design of the Plan, from a divergent perspective which will allow in parallel the analysis of the solution of different cognitive alternatives, based mainly on creative thinking, in a way that we will use the divergent plane as a complement for the design of a good Organizational Development Planning.
Approach
For a better understanding of the subject, we will analyze in the foreground as a questioning the different concepts of Organizational Development Planning and then do the same with Divergent Thinking and finally analyze the importance of the Divergent perspective in Organizational Development as a means of solution and approach to creative alternatives, without losing sight of the fact that it is the collaborators who manage and execute the processes, although it is true, if they are part of the problem, they will also be part of the solution.
What is a Plan?
What is Planning?
Audirac Camarena (2007, p. 46). It highlights the importance of planning for the proper functioning of the Organizations, since it contributes to avoiding improvisation in the search for greater efficiency in operations; In the first instance, it allows a good coordination of the administration through the formulation of one or several plans that reflect the effort through the participation of those involved; as well as better control when facing adverse situations which ensures a greater probability of success in them.
What is Development?
According to the Royal Spanish Academy (RAE), this refers to Development which “is linked to the action of developing or the consequences of this action. It is necessary, therefore, to trace the meaning of the verb develop: it is about increasing, enlarging, extending, expanding or increasing some characteristic of something physical (concrete) or intellectual (abstract) ”.
What is the Organization?
Audirac Camarena (2007, p. 46). It refers to the Organization and points out that to efficiently achieve the goals in an organization a systematic analysis of the structural design is required, the way in which command posts, functions and responsibilities are distributed individually and in groups.
What is Organizational Development DO?
Warner Burke defines it as "a planned process of changing the culture of a company, which is carried out using technology, research and the theory of behavioral science."
Wendell French describes it as "a long-term activity that improves problem-solving capacities, this being a way of dealing with environmental alterations with the help of internal or external consultants as agents of change supported by behavioral sciences. ".
Richard Beckhard, part of the 5-step analysis, taking the knowledge of behavioral sciences as a support axis. “ 1) A planned effort. 2) From the entire company and 3) Managed from high levels, to 4) Increase the efficiency and health of the company, through 5) Planned interventions in "processes".
Robbins Ttephen (2009, p.629) "Set of interventions for planned change, based on humanistic and democratic values, which seeks to improve organizational efficiency and employee well-being".
The most representative being Kurt Lewin's model based on three steps freezing, movement of change and refreezing: Where the first is freezing; talks about "raising awareness of staff on the incongruity of the observed behavior and that required by the new environment." The second Movement of Change; it is the one that "intervenes in the system to create new behaviors, values and attitudes, modifying the structure and processes". Third the Refreeze; “Change can be short-lived if new approaches and behaviors are not rooted in individuals, groups and the organization. By virtue of the fact that people tend to reproduce the previous behavior, after some time ”.
Now, from my point of view, Organizational Development Planning requires a systemic analysis or to be seen to organizations from a systems approach since in the case of biological systems, solar system, nervous system, these tend to work in coordination and Without any margin of error, by making this approach in organizations, it allows to know in advance and before designing any plan, what are the most outstanding limitations of the study area, the type of design or the organizational structure, its size, years in the market, geographic location, if it produces goods or services, who is managed by family members, partners, friends or collaborators, vision, mission, values, incentives, organizational climate and learning, professional and academic level of collaborators,years of age and seniority, men, women, marital status, job and job experience and knowledge, type of communication, manuals, history, disciplinary measures, schedules, assignment of workloads, alignment of goals with mission, vision and budgets.
All of the above in a first diagnosis will be analyzed:
- The current training models within the organization The manuals and standards used The type of communication The command structure and functions How the information is assimilated
This will allow knowing and implementing any plan that allows improving and making the behavior and beliefs of employees more efficient:
- Improve processes Update manuals and standards Think horizontal structures Mission alignment Improve thinking skills Focus on behavior
Coinciding more with Warren Bennis where he mentions that "The Theory of Organizational Development is a complex strategy of change, adaptation and acceptance of new models", to which I would add based on the mental structures of the collaborators until reaching their consciousness where the change will be added.
What is Divergent Thinking or Lateral Thinking?
One of the main exponents is Edwar DeBono who identifies that this type of thoughts allows to identify one or more alternatives or creative possibilities of solution in the face of a complex problem, based on a structure of creative thought that, at the same time, allows the imagination and processes to be combined. of thought through a series of ideas that are out of the ordinary and that at the same time provide solutions to already known problems.
Generally, thought tends to enter a state of freezing or mental pause either due to the absence of information or complex information, this is as De Bonno says, when faced with the obvious of a problem, it paralyzes thinking and prevents providing new or different answers or solutions.
The lateral thinking or divergent thinking that De Bonno proposes rules out problem solving, based on traditional responses or responses based on traditional logical thinking, since this way of thinking leads to already structured solutions where these responses will always be the same.
Divergent thinking, for JP Guilford, “is essentially characterized by the search for multiple, alternative answers to solve a problem. It unfolds in multiple directions, searches from different perspectives, uses different approaches and possible knowledge ”.
Where from my point of view I can say that this way of thinking is not exclusive to a select number of people, nor does it depend on where you live or if you went to a public or private school, rather it is a quality that all beings possess human beings that we forget as we engage with social molds and adopt pre-designed behaviors based on pre-established guidelines that allow a single response to the same problem, where the verticality of thought leads to think of logical-traditional solutions, which are coincident in Your results.
How do you activate Divergent Thinking or Lateral Thinking?
At this point I will analyze the proposals of George Polya, who bases his studies on metacognition, as a way of solving problems and refers to as a complex problem one or more alternatives or creative possibilities of solution, based on a structure of creative thought. which, at the same time, allows the imagination and thought processes to be combined through a series of ideas that are out of the ordinary and that at the same time provide solutions to already known problems based on four phases:
First, it starts from understanding the problem, for which it formulates a series of questions:
- Do you really understand the question, what are the data that the question contains, under what conditions it is posed, there are contradictions, there are data that you do not know, draw the problem as you are understanding it, separate each of its parts to identify conditions and data and take note from this.
Second, design a plan that allows you to make connections with the data and information that you have:
- Identify if it is something already seen, analyze it in a different way, establish a correlation of data and reports, to identify with a similar problem and identify how it was approached and if the same solution can be applied to the case, pose the problem in a different way than allows you to identify some other data or its relationship to other similar problems.
Third, apply what was planned:
- Try to identify the correct application and list what the first, second and third steps are, review and verify that they are being carried out according to plan to avoid setbacks.
Fourth, check your results:
- Check and verify your results and if they are easy to support, try other data to see if the same results are obtained or if they can be used to solve another similar problem.
This occurs through the management of different tools to activate knowledge, where one of them is the four phases described above, knowing the type of thinking skills that we use to structure or analyze a problem, focusing more on the results than on the causes, collect all alternative information, propose two or more alternative solutions.
The applicability of Divergent Thinking or Lateral Thinking in the design of an Organizational Development Plan that allows to overcome resistance to change.
It is suggested that when preparing, designing and applying a plan to guarantee organizational success, it is necessary to start from a diagnosis within the organizations that allows knowing the environment in which they are developed since there is no single formula to determine the degree of resistance in an organization.
From my experience, one of the elements that prevents the achievement of goals and the non-fulfillment of organizational objectives is internal resistance to change, which can be generated by different variables such as accustomed models, different beliefs, behaviors, values, resentments, lacks, hatreds, resentments, impositions, indifferences that are latent and that at any moment can be detonated.
All of us tend to react in a different way or intensity to any environmental stimulus and more violently when it tends to affect our safety or permanence, to what extent we can articulate organizations to increase the efficiency of processes and avoid hit-and-miss, various authors recommend the elaboration of an organizational development plan or strategy.
The Aztec worldview presents us with an analysis model based on the Coyolxauhqui theory, (a circular stone that represents a dismembered woman), based on this concept, it is recommended that Organizational Development Planning starts from knowing and understanding what it is that perceives the top management and that from their point of view what they want and what is the problem to be addressed.
Consequently, before making a general analysis, it is important to dismantle or dismember the entire organization to analyze through a diagnosis which are the central processes, where the idea is to identify if the resistance problem is related to the hierarchical structure, design or management. organizational structure, its size, years in the market, geographic location, if it produces goods or services, who administers them family members, partners, friends or collaborators, vision, mission, values, incentives, organizational climate and learning, professional and academic level of the employees, years of age and seniority, men, women, marital status, knowledge and work and job experience, type of communication, manuals, history, disciplinary measures, schedules, assignment of workloads, goals, mission,vision and budgets. Where one of the factors that most detonate resistance is the environment where they work, which can affect for better or for worse the personality of him or the collaborators.
Once the problem is identified, it is recommended not to spend a lot of time on the causes and develop the plan which must be aligned with the goals, strategies, tactics, guidelines and organizational policies and establish written agreements that allow setting a time for its implementation and realization..
Reliable information is an essential element which, when passed through the screening of thinking skills, where the divergent or lateral thinking model will allow the analysis of different solution alternatives based on the combination of variables and assumptions that, through purposeful thinking, allow formulate several solutions to a specific case.
Since a resistance problem does not occur in the same way in a production area as in an administrative or customer service area, lateral thinking will activate different solution proposals for each particular case.
Example; New staff do not meet their workloads in a timely manner.
Design; A plan that allows the delivery of their tasks in a timely manner.
Solution; Based on traditional logical thinking, apply penalties and sanctions for non-compliance.
If we reinforce the organizational development plan by activating the divergent to lateral thinking models, they will allow the analysis of the different variables that are influencing this behavior, the diagnosis should start knowing, among others:
- The environment where they work Who is the head of the area or department Knowledge, management and location of manuals, regulations and legal framework Rights and obligations Information how orders are transmitted How they understand orders Beliefs, values, customs Threats or intimidation
Where the solution proposals can be:
- Redistribute workloads Provide the necessary tools and supplies on time Agree on delivery times Respect rest hours Systematize functions Hygienically clean places Sufficient light and ventilation Respect entry, exit and rest times Establish individual goals Listen to recommendations or suggestions from collaborators
In addition, a change in the attitude of the collaborators will be generated, which will affect the effectiveness and efficiency of their activities, disappearing the specter of threat and punishment.
Conclusions
It is recommended before any problematic situation detected within the organizations and before designing any plan or strategy for Organizational Development, start with the analysis of the supposed variables that are influencing and see this, not as a problem but as an area of opportunity, This change in perspective will help those involved to think, reason and creatively propose various alternative solutions, through the activation of divergent or lateral thinking.
This thinking model allows the activation of imagination, knowledge, alternative and creative reasoning, which, when detonated in different directions, allows a differentiated and combined analysis of solutions and alternatives that, when put into perspective, will help in the elaboration and design of the solutions. better Organizational Development Plans.
References
www.definicionabc.com/general/plan.php
Functions: It refers to the identification, specialization and assignment of the activities required to achieve the goals. Hierarchies: Refers to defining the authority and responsibility that each level of the organization needs to carry out the assigned functions. Positions: This stage consists in describing in detail the responsibilities and activities that correspond to each area or unit, which will finally be carried out by specific people.
www.degerencia.com/articulo/el_modelo_o_teoria_del_cambio/imp
blogsdelagente.com/carloschurba/2012/05/12/el-pensamiento-divergente-de-jp-guilford-y-la-creatividad/
euclides.us.es/da/apuntes/met/Polya.pdf
