CMI 702 - Learning Outcome 1.2

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What is a key factor in driving long-term success within an organization?

Encouraging positive organisational behaviours (correct)

Increasing employee turnover

Minimizing leadership involvement

Limiting interaction among individuals

Which of the following best describes the primary purpose of organisational development?

To increase competition among employees

To align organisational processes with strategic goals (correct)

To enhance employee benefits and compensation

To reduce training expenses

What role does leadership play in organisational development?

It is responsible for achieving employee satisfaction exclusively

It focuses solely on compliance and regulations

It acts as a barrier to change

It drives change and facilitates employee engagement (correct)

Which of the following is NOT considered a critical area in organisational development?

Rigid hierarchies Signup and view all the answers

What is one of the valuable insights provided by methodologies in organisational development?

Implementing effective organisational change Signup and view all the answers

What is the primary goal of organisational development?

To align structure and processes with strategic goals Signup and view all the answers

Which factor is NOT considered an internal factor influencing organisational development?

Market trends Signup and view all the answers

What is a key aspect of organisational development in response to change?

Reassessing and redesigning models and structures Signup and view all the answers

How does effective organisational development impact an organisation's KPIs?

It likely improves KPIs by aligning with strategic goals Signup and view all the answers

What role do departmentalisation and team structures play in organisational development?

They determine the size and dynamics of teams to enhance performance Signup and view all the answers

Which approach is likely to drive innovation according to organisational development principles?

Flexible working environments Signup and view all the answers

Why is it important for senior managers to understand organisational development?

To ensure the delivery of the organisation's vision and strategies Signup and view all the answers

What does continuous development in an organisation aim to enhance?

Knowledge, skills, values, and behaviours for a high-performing organisation Signup and view all the answers

Study Notes

CMI Level 7 Learning Outcomes

Learning Outcome 1: Understand the principles for leading and developing people
Learning Outcome 1.2 Part 1: Appraise the impact of organisational development and design on performance
Learning Outcome 1.2 Part 2: Appraise the impact of organisational development and design on performance

Organisational Development (OD)

OD is a process of improving organizational effectiveness by aligning structure, processes, and people with strategic goals.
It involves a continuous cycle of evaluation, adaptation, and change to ensure the organization can respond to internal and external factors.
Effective OD ensures that the organization's strategy, vision, and mission are consistently supported by the right structures, resources, and culture.
OD is often handled by OD or HRD specialists, but senior managers also need to understand the process to ensure your KPIs and delivery of the organization's vision, mission, and strategies.

Internal Factors

Internal factors, such as business processes, workflows, team dynamics, need optimization to ensure efficiency and productivity.
This requires a clear understanding of roles and responsibilities, departmentalization, and resource requirements.

External Factors

External factors, such as market trends, economic changes, and technological advancements, influence organizational development.
Organizations need to be agile and adaptable to external factors.
The need for change is a core aspect of organizational development whether driven by external or internal challenges. This allows for reassessment and redesign of organizational models, structures, and approaches to remain competitive.

New Approaches to Organisational Design

New design approaches, such as flexible working structures or more collaborative team environments, can drive innovation and improve performance.

Departmentalisation and Team Structures

These play an important role in organizational development.
Teams need to be designed with the appropriate size, roles, and dynamics to work effectively.
Continuous development of knowledge, skills, values, and behaviours create a high-performing learning organization.

Organisational Behaviours

Organisational development considers the importance of organizational behaviours, how individuals interact and work together.
Encouraging positive organizational behaviours, alongside adapting structures and processes, is key to driving long-term success.

Business Processes

Business processes are the series of tasks, activities, and workflows that an organization undertakes to achieve objectives.
Everything from production and customer service to finance and human resources.
Effective management is crucial for efficiency, productivity, and quality.
Well-organized processes are key for optimizing resources, reducing waste, and improving overall organizational performance.
Conversely, poorly managed processes can lead to inefficiencies, errors, and missed opportunities.

Business Process Re-engineering (BPR)

BPR involves fundamentally rethinking and redesigning business processes for significant performance, efficiency, and quality improvements.
Question existing workflows and eliminate unnecessary steps to streamline operations, reduce costs, and enhance adaptability to changing market demands and opportunities.

Hammer and Champy's Business Process Re-engineering Model

Advocates radical redesign of business processes to achieve cost, quality, service and speed improvements.
Rethinking workflows, eliminating outdated practices, and embracing innovation.
Emphasis on aligning processes with customer needs to create adaptable operations driving organizational transformation.

CMI Checklist for Implementing Business Process Reengineering

Offers practical guidance on redesigning business processes.
Focuses on reengineering to pinpoint outdated workflows.
Implemets more streamlined, innovative approaches for current and future organizational needs.

Team Dynamics

Refers to interpersonal relationships and interactions influencing team effectiveness.
Understanding team dynamics is crucial for creating high-performing teams, as highlighted by Tuckman's stages of team development (forming, storming, norming, performing, and adjourning).
Challenges like conflict and role clarification are necessary steps to achieve team cohesion and productivity.

Belbin's Team Roles Model

Emphasizes the importance of individuals adopting different roles (e.g., Coordinator, Plant).
Creates a balanced team where each member contributes their strengths.

Margerison-McCann Team Wheel

Identifies specific work preferences of team members.
Ensuring that roles align with natural skills and tendencies.

Team Management Wheel

An extension of the Team Wheel, outlining nine competencies necessary for successful teamwork.
Provides a means of matching these functions to the work preferences of individual team members.

Lencioni's Five Dysfunctions of a Team

Identifies key obstacles to team success: lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.

Team Building

Essential for developing cohesive, motivated, and high-performing teams.
Enhances communication, trust, collaboration, and role understanding, fostering a positive work environment.
Drives long-term success by aligning individual efforts with organizational objectives.

10 Principles of Organisational Design

Outlines key strategies for effective organizational design, aligning structure with strategy, clarifying roles, ensuring accountability, and fostering collaboration.
Emphasises streamlining processes and designing adaptability.

Links Between Organisational and Human Resource Development (OD and HRD)

OD and HRD are closely linked in fostering organizational growth and success.
OD focuses on improving overall effectiveness by aligning structure, processes, and culture with strategic goals.
HRD focuses on developing skills, knowledge, and behaviors of individuals and teams.
Together, they create a holistic approach to enhancing performance.

Human Resource Development (HRD)

HRD focuses on the continuous development of employees' skills, knowledge, and behaviours to align their workforce development with business objectives and remain competitive.
Encompasses theories like learning organizations, talent management, and leadership development.

Employee Engagement

Key to driving productivity and long-term success.
Engaged employees are more committed, take ownership of work, positively influence culture, lead to lower turnover, and increased loyalty.
Goes beyond job satisfaction to involve emotional commitment and alignment with organizational goals.
Enhanced through communication, recognition, and development.

CMI Checklist: Understanding Employee Engagement

Provides practical strategies for assessing and improving engagement.
Helps create an environment where employees feel valued and empowered.

Appraising Organisational Development and Design

Appraising the effectiveness of OD and design evaluates the alignment with strategic objectives, assessing key areas like productivity, collaboration, decision-making and employee engagement.
A systematic appraisal is necessary to measure the success of these efforts and includes identifying areas for enhancement to ensure the organization remains agile and competitive.
The appraisal considers internal factors like leadership effectiveness and external factors like market conditions and competition.

Step-Wise Approach to Appraising Organisational Development and Design

Define organisational objectives to establish a benchmark.
Assess the current organizational structure to understand how well it supports the organizational goals.
Evaluate performance metrics.
Identify external and internal factors that might influence organisational performance.
Measure the impact of organizational changes, considering pre-change against implemented changes. Gather feedback from employees and stakeholders, for deeper qualitative understanding.
Pinpoint gaps in the processes and areas needing improvements.
Recommend adjustments to optimize performance, and monitor ongoing progress and implement any necessary adaptations.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

Test your understanding of the principles of organisational development and its impact on performance. This quiz focuses on the key learning outcomes related to leading and developing people. Evaluate how effectively organisational structures align with strategic goals and improve overall organizational effectiveness.