الموضوع: What Is Organization Development?
What Is Organization Development?
What Is Organization Development? (Article 2)
Training & Development
, August 2000
Info-line is ASTD's how-to reference for training and performance professionals, with practical, concise information in an easy-to-read format that gets readers up-to-speed on training topics in a matter of minutes.
The following excerpt has been adapted from "Principles of Organization Development," a revised issue by Rima Shaffer, Info-line No. 8812.
It is both sad and ironic that we have treated organizations like machines; acting as though they were dead when all this time they've been living, open systems capable of self-renewal.
Margaret Wheatley, Leadership and the New Science
Paradoxically, the one constant in organizational life is change. Today's organizations must change frequently to keep up with rapid changes in the world around them and the people within them. Any change carries risk, especially if it is haphazard. That is why the keys to organizational change are attention to process and focus on goals and organizational values. And that is what organization development is all about: planned change.
* Organization development is the planned process of developing an organization to be more effective in accomplishing its desired goals. It is distinguished from human resource development in that HRD focuses on the personal growth of individuals within organizations, while OD focuses on developing the structures, systems, and processes within the organization to improve organizational effectiveness.
A successful OD process can result in the following.
* Effective strategic and operational plans
* Team development and effectiveness
* Leadership development
* Added value, quality, competitive products, or services.
Change is the intended goal. Development--increased capacity and potential for effectiveness--is the purpose.
Warner Burke, in Organization Development, points out that OD is concerned with change that will "more fully integrate individual needs with organizational goals; lead to greater organizational effectiveness through better utilization of resources, especially human resources; and provide more involvement of organization members in the decisions that directly affect them and their working conditions."
Not all change is organization development. Burke goes on to say that organization development:
* Responds to an actual and perceived need for change on the part of the client
* Involves the client in the planning and implementation of the change
* Leads to changes in the organization's culture or systems.
While no panacea, OD functions as an enabler, establishing systems or removing obstacles to increase the organization's potential for effectiveness and success in achieving its desired outcomes.
Training and OD
So, what does OD have to do with training? Plenty. Because organization development is an education-based process, it relies heavily on training to enhance the organization's awareness and knowledge required for a successful change process.
Stephen Wehrenberg points out in his Personnel Journal article, "The Vicious Circle of Training and Organizational Development," that as trainers become more experienced. They begin to see that many of their organizations' problems cannot be resolved simply by training. Trainers see problems as part of a total system--problems such as poor communication between managers and staff, poor quality control, and low productivity.
Once a trainer starts to take a holistic view, he or she begins to move from trainer to problem identifier, to evaluator, to system developer, to system integrator, to problem solver. The trainer, then, needs to understand the OD process in order to position training in the total system, and to learn how training can support OD processes as well as become an OD intervention itself.
Source: Copyright 2000 American Society for Training & Development, Inc. in association with The Gale Group and Look Smart.
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Best Practices in Leadership Development and Organization Change (مشاركات: 3)
عناية مدير /ة التدريب المحترم /ة ،،،
تحية طيبة وبعد،
تتقدم شركة التواصل الدولي للاستشارات والتدريب بأطيب الأمنيات، ويسرها دعوتكم للمشاركة في البرامج التدريبية التالية:
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What is Organization Design?
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A process for improving the probability that an organization will be successful.
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برنامج تدريبي متقدم موجه لمديري وأصحاب المصانع والمنشآت الصناعية، وكذلك مديري الانتاج في المصانع، حيث يدرس المشاركين في هذا البرنامج المتقدم ادارة الانتاج في المصانع، وادارة الجوده وأيضا ادارة الصيانة في المنشآت الصناعية، ويحصل كل متدرب في نهاية الدراسة على ٤ شهادات تدريبية معتمدة من اكاديمية اي بي اس للتدريب، واعتماد اكاديمية كمبريدج البريطانية.
برنامج متخصص في اعمال اللاندسكيب وتصميم الحدائق يتناول موضوعات مقدمة الى اللاندسكيب وتصميم الحدائق وأساسيات تصميم اللاندسكيب وأدوات تصميم اللاندسكيب والخطوات العملية لتصميم اللاندسكيب وانهاء التصميم وادارة الاعمال المتصلة به وأخيرا تشغيل وصيانة اعمال اللاندسكيب
برنامج تدريبي يهدف الى تأهيل المشاركين للعمل كمراجعين معتمدين لمراجعة انظمة ادارة البيئة، واكسابهم المهارات اللازمة وتقنيات مراجعة انظمة ادارة البيئة طبقا لشهادة ISO14001 - 2015
دورة تدربية متخصصة موجهة للمهندسين المعماريين والمدنيين ومهندسي الاعمال الالكتروميكانيكية والمهندسين الاستشاريين بجميع تخصصاتهم وكذلك لمهندسي المكاتب الفنية بأنواعها وموجهة كذلك إلى المقاولين وشركات الإنشاءات وشركات التطوير العقاري وجميع العاملين بالمجال القانوني والمحاسبي بقطاع التشييد والبناء، حيث يتم دراسة انواع العقود بصفعة عامة والعقود في قطاع التشييد والبناء بصفة خاصة، وما هي الالتزامات الفنية والمالية لجميع اطراف تلك العقود
برنامج متقدم يتناول موضوع الانشطة اللوجستية وسلاسل الامداد من البداية اذ يشرح أساسيات ومفهوم الخدمات اللوجستية وسلاسل التوريد ثم ينتقل الى شرح إدارة و تخطيط الطلب ثم يتناول اساسيات التعامل مع الموردين واخيرا كل ما يتعلق بإدارة المخازن والمستودعات ودورتها المستندية وافضل الممارسات في ادارة المخازن والمستودعات