The world of business has been turned upside down and change seems to
be avalanching down upon our heads. In an effort to cope with all the
external and internal factors organizations are going through significant
changes, including transformation, downsizing, rightsizing, re-engineering,
flattening, and restructuring. In the highly stressful and turbulent
environment of the 21st century it is often difficult to create and
maintain an organization that motivates, enhances efficiency and delivers
peak performance. In order to survive it seems imperative that organizations
become learning entities that renews and transforms itself to meet the
challenges of tomorrow.
2. Why Organizational Development?
Organisational development can be defined as an emerging discipline
aimed at improving the effectiveness of organisations and its members
by means of systematically planned interventions. A truly effective
organisation is one in which both the organisation and the individual
can grow and develop. Such an environment can be termed ‘healthy’
– and organizational development is all about creating healthy
and effective environments.
following are some of the primary reasons why companies engage in organizational
improve competitive positioning. It is about surviving in a highly
competitive environment. Organizations realise that they would cease
to exist if they do not adapt & deal with the changes
performance. Without any interventions performance gradually declines
pace with the accelerated rate of innovation
more flexible to adapt to the changing environment
their corporate culture
responsiveness to clients
employee involvement and participation.
new managerial skills and strategies
DCT’s organizational development consultancy is based on the following
behaviour/ performance can only be analysed in context of the business
environment in which it functions
are in a dynamic state of flux – either upward or downward spiral
upward momentum needs constant effort
components needed are intelligence, intent & energy
more adaptive & responsive to innovation and change
conscious – a total commitment to quality
involvement – adding value through human resources
performance organisations do not just occur by change, they are designed.
Organisations are designed to get the results that they get
DCT Organizational Development Process
Strategise: Action plans, strategies & techniques
Implementation: Self-renewal, monitoring & stabilizing
Establishing a process of continuous improvement
DCT Organizational Development Model
The following sub-systems (parts) of organisational functioning need to
environment – systems approach
Strategy – Vision, Mission, Goals, Business plan, Ext.
design: Formal design & structure of organisation. Usually depicted
by the organisational chart and includes division of work and patterns
Culture: Includes the network of social relationships and behavioural
patterns of members, such as norms, roles, communication, values,
beliefs, habitual patterns, way of doing, perceiving, general attitude
component: Primary functions, activities and operations to produce
the outputs – practically what is done by the organization to
earn money – to survive
component: Directing, coordinating and organising all activities towards
the basic mission (business strategy). Important in integrating the
Organization Development portfolio provides a variety of products and
services through which organisations can increase their effectiveness
and adapt and flourish in the changing business environment. Through our
consulting services organisations (1) become aware of the changing environmental
forces that they are confronted with, and (2) attain the necessary skills,
processes and techniques to successfully deal with these challenges.
aspects that can be addressed are as follows
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