ORGANIZATIONAL CHANGE
AND DEVELOPMENT
Change is a constant, a thread
woven into the fabric of our personal and professional lives. Change occurs
within our world and beyond -- in national and international events, in the
physical environment, in the way organizations are structured and conduct their
business, in political and socioeconomic problems and solutions, and in
societal norms and values. As the world becomes more complex and increasingly
interrelated, changes seemingly far away affect us. Thus, change may sometimes
appear to occur frequently and randomly. We are slowly becoming aware of how
connected we are to one another and to our world. Organizations must also be
cognizant of their holistic nature and of the ways their members affect one
another. The incredible amount of change has forced individuals and
organizations to see “the big picture” and to be aware of how events affect
them and vice versa.
Organizational development (OD) is a field of study that addresses
change and how it affects organizations and the individuals within those
organizations. Effective organizational development can assist organizations
and individuals to cope with change. Strategies can be developed to introduce
planned change, such as team-building efforts, to improve organizational
functioning. While change is a “given,” there are a number of ways to deal with
change -- some useful, some not. Organizational development assists
organizations in coping with the turbulent environment, both internally and
externally, frequently doing so by introducing planned change efforts.
Organizational development is a relatively new area of interest for
business and the professions. While the professional development of individuals
has been accepted and fostered by a number of organizations for some time,
there is still ambiguity surrounding the term organizational development. The
basic concept of both professional development and organizational development
is the same, however, with an essential difference in focus. Professional development
attempts to improve an individual’s effectiveness in practice, while
organizational development focuses on ways to improve an organization’s overall
productivity, human fulfillment, and responsiveness to the environment.
NICE Tanzania we train the Organizational development through our
Consulting for change program, we are doing so an effort that focuses on improving an organization’s capability
through the alignment of strategy, structure, people, rewards, metrics, and
management processes.
What Can the NICE
Tanzania Do to Help?
NICE Tanzania offers various
resources for those interested in learning more or developing their OD
practice. Becoming a successful OD practitioner includes furthering your
knowledge in areas such as collaboration and leadership, performance
improvement, business partnering and consulting, change management, talent
management, project management, and beyond.
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