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组织发展分析
An analysis of Organizational Development
组织发展可以被定义为确定中央优先考虑参加组织的机构，概述了如何管理变化的计划，然后指导组织如何在实施的变化。组织发展作为一个实体，具有促进个体的组织绩效和发展的知识和实践。在这个组织的外径干预包括工作和生活的多样性，绩效管理，培训，战略规划，组织设计的方法，发展的领导和管理的变化之间的平衡。的外径从业者的意图是通过建立与组织内的关键人员的关系，以提高组织和它的人的有效性。通过评估和研究组织系统，以确定故障，也提高了有效性，还确定了计划变革的干预措施和方法，这可以在一个组织中带来有效性。为了提高效率的外径也评估的方法和他们的结果的恒定的效率。组织发展作为一个主题是重要的，因为它使一个知道任何力量是背后的一些组织的成功，也发挥着重要的作用，它起着推动组织他们的成就。本文将分别处理如何通过培训和计划干预的方式协助组织绩效。
Organizational development can be defined as the organ that identifies the central priorities to be attended to in the organization, outlines the plans on how to manage changes , and then guides the organization on how to in the implementation of the change. Organizational development as an entity has the knowledge and practice that fosters organizational performance and development of the individuals. The OD interventions in this organizations involves the balance of work and life diversity, performance management ,training ,approaches to strategic planning ,designing of organizations, development of leadership and the management of change. The OD practitioner's intention is to improve the effectiveness of the organizations and its people by creating relationships with the key personnel within the organization. The OD also improves effectiveness by evaluating and researching organizational systems so as to identify the malfunctions .The OD also identifies the interventions and methods of planned change which can bring about effectiveness in an organization. To improve efficiency the OD also evaluates the constant efficiency of the approaches and their results. Organizational development as a topic is important in that it enables one to know whatever the force is behind the success of some organizations and also the vital roles it plays in propelling organizations to their accomplishment. This paper is going to deal with how the OD assists in organizational performance through training and planned intervention respectively.
Training and organizational performance 培训与组织绩效
Training can be defined as the process of transferring or obtaining knowledge abilities and skills needed to perform particular tasks. Training revolves around both the employer and the employee. The main purpose of training and development the workers attend to their jobs effectively. The changing business environment organizations have to be ahead of competition by embracing competition and reinvention. Training involves the teaching on responsibilities and sharing of knowledge so as to improve services to customers and also the advancement of careers. This advances the organizational group and individual efficacy. Training propels the achievement of organizational goals and objectives (HR Magazine) 2008.
The training and development in an organization is supported by the management of the learning environment through the identification of staff competencies and development. The learning environment is also managed through the modeling of the staff so as to achieve according his professional standards aims and regulations of the organization. . Evaluation and implementation of the learning activities related to can also assist in managing the learning environment. Precedence should be given to the learning activities which relate directly to the organizational goals aims and objectives. the necessary training can also be achieved through educating of individual employees, team and programs. This can be achieved when the employees are allowed to use their natural strengths fully and also through the use of the interactive approach .training can also be supported by the enhancement of the organizational knowledge. This can be achieved through the transformation of the organization into a knowledge modeling and sharing unit. It can also be achieved through the advancement in the delivery and the delivery of knowledge.
Training improves organizational performance.emloyees are taught on how to interact this creates a sense of community and there fore the new employees will perform their duties without fear or intimidation and therefore continued increase in performance .training assist employees in adjusting to the incoming technologies this will ensure that workers are not affected by new technologies and therefore increased performance. Training enables employees in the integration of new or increased responsibilities. This ensures that employees are satisfied and therefore increased performance. Training creates the situation where internal and external customers are given equal attention this gives room top quality service environment which leads to increased organizational performance. Human relations training strengthens the interpersonal skills which results to improved communication hence increased performance. Training improves sensitivity in through the establishment of programs which deal with disparities in the organization. This improves employee's satisfaction which leads to increased performance. Training promotes overall well being of the employees this bring satisfaction and this motivates workers .a motivated worker performs his duties to the satisfaction of the companies goals. Training also helps individuals in achieving the entry requirement in a job this ensure that quality services and therefore improved performance. Outplacement training enables the employees to plan for their retirement. Performance improvement training assists those who do not meet the organizational standards in uplifting their knowledge. This will assist the individuals in meeting performance e requirements for a specific job and this will increase productivity. Training assists employees in understanding their boundaries or the variation between two departments. This enables the workers in concentrating on their department and therefore increasing performance. The training assists the employees in balancing the relationship between work and family. The individual can therefore perform his duties to satisfaction and therefore increasing performance. Training brings about talent management. This is because managers are taught on how to develop attract and maintain people who have expertise to meet organizational objectives. This brings about efficiency and increased performance. managers are trained on system thinking .his results to increased performance in that the manager now show to relate different department and this improves consistency in performance. Managers are trained on how to plan succession and replacement of workers. The managers are therefore capable of identifying potential people to fill vacant positions and therefore increasing performance.
Training assists managers in formulating organizational strategies. The manager is trained on how to use finances and the human resources, whatever goods and services the organization will supply and the market to be supplies. This strategy if well implemented brings about an increase in performance. Employee development is directly proportion to decreased operational coasts .this is because workers already know what is expected of them. Some employees perceive employee development programs as a motivator. They therefore have greater loyalty to the organization and therefore increasing organizational performance (paysale.com 2009).
Planned intervention and increased performance 计划干预和提高绩效
Intervention can be defined as the strategies which are formulated to bring change in the face of an organization. Interventions are directed towards the improvement of the organization by virtue of change. Intervention should rely on accurate examination of organizational situations. Interventions are designed so as to improve individual, group and organizational performance. The OD interventions deal with the explicit altercation of problems, active participation of all the parties and the regard for people.
Change can be achieved through large scale interventions. The top grass in the organization undertakes this form of interventions and then the solution is shared with all the other people involved in its solution. The large scale intervention increases performance for it cements organizational confidence and commitment. Strategic interventions enable organizations to understand their present state of affairs and their business environment. The organization then strategizes on competition methodologies which can lead to increased performance. There is the technostructural intervention. It deals with how human development and organizational efficiency can be enhanced through technology and structure. Modern technology (machines and computers) is faster in terms of production than people and this increases the organization efficiency. The increase in the efficiency of official and unofficial leaders can increase performance. This can be achieved through leadership and management development interventions. This intervention calls for training, successive planning and professional advancement of the leaders. There is also team development and group process interventions they deal with how employees can be molded to work together in order to increase group performance. Interpersonal and interpersonal innovation enhances organizational performance through the mounting of individual expertise. This intervention is highly practiced in many organizations since it deals with the individual rather than a group. There is also the intervention which evaluates organizational efficiency verses employees well being. Increased customer satisfaction directly varies with employee satisfaction. Employee satisfaction results to excellent goods, services and positive individual and organization performance. The third party intervention assists individual or conflicting sides in ironing out their differences through without difficulties. This brings about peaceful working environment which leads to increased performance. I believe that OD intervention calls for focused and active leaders. Focused leaders always propel change, decide on the aspects of the organ and also maintain its existence. Change always creates goals of an organization and the employees must be motivated so that they can ensure the attainment of the goals.#p#分页标题#e#
Practical applications of training and development 培训与开发的实际应用
Training can be applied practically. As a manager I will ensure that I have undergone the leadership management training so as to acquire the skills required in the leadership of my organization. I will also ensure that the other employees have undertaken training which will foster personal development and improve personal performance. I will put up interaction measures such that new comers will not feel intimidated. I will also ensure that employees have all the knowledge on the incoming technology. This will avoid confusion and foster performance. In a case where there is expansion of the organization I will provide training on the employees so that they can cope with the increased responsibilities without difficulties. I will ensure that as a manager I have a well laid down plan of succession in the cases of retirement or dismissal. This will ensure free flow of the organizational activities. As a manager I will formulate strategies to diminish organizational disparities which bring about low individual performance. I will subject all the employees to human relation training. This will bring about employee interdependence which fosters increased performance. As a manager I opt for motivation related kind of training. This is because training with certification is perceived by many as a motivator and therefore most of them will be loyal to the company so that they can be awarded such favors. As a manager I will also undergo training on system thinking and management. This will assist me in attending to different departments and relating them.
Development of employees is the only remedy towards ensuring that the company has large pool experienced employees. Different training methods should be applied to all the employees in all job groups so that we can end up increasing retention of only those employees who will give us quality.
Practical applications of intervention planning 干预计划的实际应用
Being the organizational manager, I will apply the process consultation intervention whereby the works will be examined so that I can know the weak area of the organization. I will also foster team building by assessing teamwork responsibilities and plans of undertaking tasks. I will also use the third party intervention in ensuring all conflicts are solved amicably. The application of survey feedback will assist me in getting information about the organization. The techno structural intervention will assist me in evaluating the employees and also in adopting new technologies which fosters employee performance.
Implications of training, intervention plans 培训的影响，干预计划
Training implies that there is efficiency in the formulation of strategies. It also means that the organization has plans on how to carry out its operation. Training brings about team development (skills, knowledge, communication and performance) increased efficiency in performance. The actualization of Intervention plans in an organization implies that there is increased organizational performance through conflict resolution, improved leadership, and team work. Technology keeps changing. The current world of business cannot have a business that is operating without application of Information Technology. Computers are now being used in almost all sections of the business. It thus calls for the manager to train his employees on how to apply all the IT skills in performing their duties. Employees who have skills to use computers can increase their output in performance and in the long run, organizational production effectiveness and efficiency improves.
Conclusion 结论
It is always important for companies to allow OD practitioners in an organization to evaluate and scrutinize it. This enables the practitioners to come up with the weaknesses and also implement the plan of diagnosis. This diagnosis may include some intervention plans or training strategies. Mainly the OD brings in increased performance if it is practiced accordingly. There is no organization that can claim that it will perform with efficiency and effectiveness without proper application of OD. Naturally people are against change. But for an organization that is looking for effective future performance in sales, marketing, production, leadership and all other departments must have employees who embrace change. A manager should know how to introduce intervention in his company so that employees get equipped for any changes in the business environment.
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