Saturday, February 27, 2010
Organization changes from time to time
The process of moving forward through continuous improvement, diversity, and work process engineering is called the organization development.
A person who is well versed in organization dynamics and assist employees in adapting to changes is called the change agent
OD efforts support changes that are usually made in four areas:
The organization’s systems
Organizational development facilitates long-term organization-wide changes.
OD techniques include:
Organization Development Techniques:
Survey feedback assesses organizational members’ perceptions and attitudes regarding their jobs and the organization.
The summarized data are used to identify problems and clarify issues so that commitments to action can be made.
Process consultation uses outside consultants to help organizational members perceive, understand, and act upon process events.
Examples include workflow, informal relationship among unit members, and formal communication channels
Team building may include:
development of interpersonal relationships
clarification of roles
team process analysis
Team building attempts to increase trust, openness, and team functioning.
Inter-group development attempts to increase cohesion among different work groups.
It attempts to change attitudes, stereotypes, and perceptions that one group may have towards another group
The Learning Organization:
Values continued learning and believe a competitive advantage can be gained from it.
capacity to continuously adapt
employees continually acquire and share new knowledge
collaboration across functional specialties
teams are an important feature
Evaluating Training and Development Effectiveness:
Evaluating Training Programs:
Typically, employee and manager opinions are used,
These opinions or reactions are not necessarily valid measures
Influenced by things like difficulty, entertainment value or personality of the instructor.
Performance-based measures (benefits gained) are better indicators of training’s cost-effectiveness.
Performance-Based Evaluation Measures:
Post-training performance method. Employees’ on-the-job performance is assessed after training.
Pre-post-training performance method. Employee’s job performance is assessed both before and after training, to determine whether a change has taken place.
Pre-post-training performance with control group method.
Compares the pre-post-training results of the trained group with the concurrent job performance of a control group, which does not undergo instruction.
Used to control for factors other than training which may affect job performance.