Why Should Small Businesses Care About Organizational Development And Its Assessment?
Organizational development is sometimes confused with other business and organizational functions & activities. The assessment of organizational development must be conducted to ensure challenges are dealt with efficacy.
The concept of organizational development assessment may seem confusing, whether you are a startup founder, the owner of a small business or a leader in a fast-forward company. This article intends to clarify the overwhelming concept of organizational development and how you should care about it.
Organizational Development — an Overview
Organizational development (OD) refers to the action-based practice of leading and organization toward achieving the organization’s purpose by enabling and encouraging people to manage, drive and embrace change.
According to research, organizational behavior influences employee behavior, performance as well as group dynamics. It also suggests that the structure of the organization impacts its overall success.
There are alternative definitions of OD. According to the Health Behavior and Health Education, organizational development is a field of research, theory and practice dedicated to knowledge expansion and effectiveness of people to drive performance and adopt change.
Action-Based Practice
The research, theory and behavioral science behind organizational development is important. Organizations may conduct action research to decide how to make their business more diverse and inclusive. While action research alone is not enough, effective organizational development asks for actions taken on those plans like making the necessary modifications to hiring and promotion practices.
OD activities are categorized as either assessments or interventions. These assessments involve using research and data to determine effectiveness in certain business processes like onboarding. Decision making about whether to undertake an intervention is based on the outcomes of OD assessment.
The significance of OD assessments and interventions are rooted in research, information, and analytics. Every organizational structure and culture is different, which needs unqiue OD processes and outcomes.
Moving an Organization Forward
Imagine OD as the process of running a marathon. Finishing the race might be the ultimate goal, but getting there involves a journey. Maybe your small business is growing and you would like to move from a flat to a more hierarchical structure.
OD activities may take months, even years. The timescales are longer than other tactical HR activities.
Organizational development has a crucial role to plan in understanding your options and setting your business up for a run. When organizations are moving, lots of work are there.
Motivating Employees
At its core, organizational development is a people-driven activity. Unfortunately, the importance of employees is not reflected in most traditional definitions of OD. The people responsible for development of an organization need to be supported, enabled, trained and empowered.
Manage, Drive and Embracing Change
Change management is at the heart of OD. Change management refers to a structured approach to transitioning people, and organizations from a current state to a desired future state.
The people being impacted by the change must buy-in and embrace it to ensure development. Growing startup must adapt to new environment and challenges. Therefore, it is important for these organizations to set up a culture that thrives on change.
Dr. Karen Walker
Personnel Research Psychologist at Department of Justice
Founder of KW Productions
