Organizational Development and Change Management
In delineation, organizational development is an endeavor that is planned, organization-wide and managed from the top of the entity to increase organization efficacy and proper status through planned interventions in the processes and practices of the organization. Organizational development plays a fundamental role in facilitating organizational change. Organizational development is the use of organizational resources to develop effectiveness and increase productivity. It can be used to resolve difficulties within the organization or as a way to examine a process and find a more effective way of doing it. The process of organizational development ascertains areas of company processes where change is required. Each need is examined, and the possible effects are planned into a change management plan. Imperatively, the plan shapes the precise ways in which the change will advance and enhance company practices and operations, which will be impacted by the change and the manner in which it can be instigated in an efficient manner to employees. Devoid of organizational development as part of change management, a corporation would experience a significantly hard time developing effective change management programs (Cummings and Worley, 2016).
The two fundamental and critical aspects of organizational development (OD) that facilitate successful organizational change to take place and promote lasting success are goal setting and employee development (Rothwell, 2010). With regard to goal setting, it is imperative to know the objectives of the organization beyond the basic surface level. This encompasses setting targets for improvement for every strategic objective. Every member of the team ought to have the information essential to set personal or team goals that work into the strategic objectives of the organization. The advantage to this is that organizational change is properly understood by all members of the organization. Lasting success is attained because every team member has strategic objectives that facilitate the achievement of the organizational objectives in the long run (Rothwell, 2010). The second aspect is employee development. This organizational development element provides staff members with the prospect to work to their greatest potential. Employee development is imperative to successful organizational change because employees obtain learning, coaching, and development. When employees are trained, they obtain the knowledge, competence and skills necessary for effective implementation of the change aspects instigated into the organization (McLean, 2006).
A fitting example of successful organizational change is the case of Nokia. With the introduction of mobile phones in the market, Nokia experienced a great deal of market domination. However, with the advancement of technology and entry other players in the market, the company was forced to exit the market in the 2014 fiscal year because it was generating losses. In turn, Nokia retailed the device business to Microsoft. The company’s leadership realized that change in business strategy to networking equipment was more efficacious. In that regard, Nokia acquired Siemens and positioned a new portfolio strategy, organizational structure, capital structure, and business plan as well as management team. This organizational change has been largely successful for the reason that Nokia has experienced growing share price, attained significant revenues and returns and has grown to be the most valuable corporation in Finland (Nokia Corporation,2017). In addition, there are one or two suggestions for things that could be improved for future change projects. To begin with, the organization should make a continued investment in innovation. By investing in new implements, devices and implements will not only facilitate employee engagement but at the same time aid in employee productivity. Restructuring and continuous improvement is another suggestion. With the reinvigorated change in the company, Nokia should embrace restructuring of its traditional system. This will be beneficial in guaranteeing increased competitiveness with the rivals in the market (Rothwell, 2010).
If I had to present my findings to a group of key stakeholders, I would you organize this presentation in a visual and simple format and employ different presentation techniques. I would use PowerPoint presentation. To ensure that the presentation is efficacious, I would incorporate designs that are clear and well eligible. That is, all of the individuals in the room being presented to would effortlessly perceive what is being presented devoid of any strain. Secondly, I would ensure that the content is not only pertinent, but at the same time is captivating and succinct. For instance, for every slide of presentation, I would have a maximum, of four points to ensure that I do not lose the attention span of the audience (Yeager, 2015). The strategies I would implement to receive and address critical feedback is first of all to ensure that the audience is engaged during the presentation. By engaging the audience, there is greater likelihood that more questions will be asked and any kind of feedback, both positive and negative provided. In addition, I would request the audience to pose questions, if they have any questions in mind subsequent to the completion of the presentation. An additional way of ensuring that feedback is rendered is engaging the audience from start to finish. Including comments such as “Steve, do you agree? What are your thoughts on this?†are effective ways of drawing in the audiences and prompting them to give feedback (Yeager, 2015).
References
Cummings, T. G., & Worley, C. G. (2016). Organization development and change. Toronto: Nelson Education.
McLean, G. N. (2006). Organization development: Principles, processes, performance. San Francisco: Berrett-Koehler.
Nokia Corporation. (2017). Nokia announces changes in its organization and Group Leadership Team to accelerate the execution of company strategy. Retrieved from: https://www.nokia.com/en_int/news/releases/2017/03/17/nokia-announces-changes-in-its-organization-and-group-leadership-team-to-accelerate-the-execution-of-company-strategy
Rothwell, W. J. (2010). Practicing organization development: A guide for leading change. San Francisco: Jossey-Bass.
Yeager, M. (2015). 4 Steps to Giving Effective Presentations. US News. Retrieved from: https://money.usnews.com/money/blogs/outside-voices-careers/2015/04/02/4-steps-to-giving-effective-presentations
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