CMI 702 LO 1.2 Master Presentation PDF

Level 7 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  Perspectives Part 1 on organisational development Why do we mean by ‘or...

Level 7 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  Perspectives Part 1 on organisational development Why do we mean by ‘organisational development’? Organisational development, (OD), refers to the process of improving and enhancing the effectiveness of an organisation by aligning its structure, processes, and people with its strategic goals. It involves a continuous cycle of evaluation, adaptation and change to ensure that the organisation can respond to both internal and external factors. Effective organisational development helps to ensure that your organisation’s strategy, vision, and mission are consistently supported by the right structures, resources, and culture. Organisational development is often handled by OD or HRD specialists. However, as a senior manager, you have a clear need to both understand what is happening and why, as the process can directly affects your KPIs and the delivery of your organisation’s vision, mission and strategies. Why do we mean by ‘organisational development’? Internal factors, such as business processes, workflows and team dynamics, need to be optimised to ensure efficiency and productivity. This requires a clear understanding of roles and responsibilities, departmentalisation and resource requirements. External factors, such as market trends, economic changes and technological advancements, also influence organisational development, requiring organisations to be agile and adaptable. The need for change is a core aspect of organisational development. Whether driven by shifts in the external environment or internal challenges, change allows you to reassess and redesign organisational models, structures and approaches to remain competitive. Why do we mean by ‘organisational development’? New approaches to organisational design, such as introducing flexible working structures or more collaborative team environments, can drive innovation and improve performance. Departmentalisation and team structures play an important role in organisational development. Teams need to be designed with the appropriate size, roles and dynamics to work effectively, and this requires continuous development of knowledge, skills, values and behaviours to create a high-performing learning organisation. Why do we mean by ‘organisational development’? Ultimately, organisational development also considers the importance of organisational behaviours — how individuals within the organisation interact and work together. Encouraging positive organisational behaviours, alongside adapting structures and processes, is key to driving long-term success and ensuring that the organisation can meet its strategic objectives in a changing world. Over the following pages, you will be introduced to some key theories relating to OD and HRD. This will be followed by practical reflections on the processes involved, before considering your own appraisal of their importance to you as a senior manager. Definition and introduction to Organisational Development The paper found at the link below, Definition and Introduction to Organisational Development, offers a comprehensive exploration of the key concepts and practices underpinning Organisational Development (OD). The paper defines OD and discusses its significance in aligning organisational processes, structures and culture with strategic goals. It covers critical areas such as the role of leadership in driving change, the importance of employee engagement and the need for continuous improvement, some of which will be expanded upon later. You will also find insights into various OD methodologies and approaches, making this a valuable resource for implementing effective organisational change and foster long-term growth. >>> Paper - Definition and Introduction to Organisational Development > CIPD Factsheet - Organisational Development > Hammer and Champy's Business Process Reengineering model > Checklist - Implementing Business Process Reengineering > Model - Tuckman's stages of team development > Model - Belbin's team roles > Model - Margerison McCann team wheel > Model - Margerison McCann team management wheel > Model - Lencioni's five dysfunctions of a team > Checklists - Steps in successful team building > Article - 10 Principles of Organization Design