Organizational Development | Stanford Graduate School of Business


organizational development articles

This page has links to a number of articles on organizational design, leadership, team development and other topics to help businesses achieve outstanding performance. ADVERTISEMENTS: This article throws light on the seven major steps in the organisational development process, i.e, (1) Initial Diagnosis, (2) Data Collection, (3) Data Feed Back, (4) Planning Strategy, (5) Intervention, (6) Team Building, and (7) Evaluation. 1. Initial Diagnosis of the Problem: In the first step, the management should try to find out an [ ]. Organization development (OD) is the study of successful organizational change and performance. OD emerged from human relations studies in the s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation.

Organizational Development and Culture

Organizational Development is the process of aligning human capital strategy with the mission, vision, values, and strategy of the organization. It includes organizational structure, supporting systems and processes, organizational development articles, leadership development, succession planning, talent acquisition, and talent engagement including design of reward and recognition systems. The overall theory is that a unity of what the organization is and what it wishes to accomplish with that of the individual and his or her goals will propel the organization to greater levels of performance, organizational development articles.

Given the lack of Organizational Development groundwork and dedicated implementation personnel in most nonprofits, it is critical to negotiate with your client the work product that will be most helpful within the typical six-month timeframe. A comprehensive, high-level strategy may not be the route to organizational development articles. Instead, the following suggests organizational development articles in-depth start to alignment, including hands-on, tactical work with the client:.

Audit the organization. Design an organizational structure. Include as well new functions, skills, and leadership capacity indicated in this structure. Draft rough job descriptions, including both fit and skills required for leadership positions.

Design motivational levers to engage people at all levels in the organization. Include motivational levers that will increasingly engage people at all levels in the organization. These may include training, team building, opportunities to move within the organization, and rewards and recognition.

Develop a market strategy for talent acquisition. Where would I find the percentage of non-profits that have a mission to fight poverty? I am doing a research project regarding takeovers in the nonprofit sector. Do you organizational development articles of any recent mergers or takeovers that involved nonprofit entities and caused a significant change in the governance of a nonprofit corporation, association or foundation?

I suggest two recent publications which address merger and acquisition activity in the nonprofit sector. An article by The Bridgespan Group evaluates nonprofit merger and acquisition as a strategic tool through case studies of nonprofit organization mergers. This publication will provide you with some strategic and legal implications of merging entities as well as names of organizations you may use for your research.

Our small nonprofit publishes a poverty law journal six times a year. We plan to transition to a primarily online publication and need professional advice on the factors involved and training needed for editors. The journal is now published in print and articles are subscriber-protected pdfs posted on our website.

Who should we consult? What other suggestions do you have? Thank you for your advice. Thank you for your challenging question. This article should give you a basic understanding of the potential human and other resource factors — including restructuring, movement and training of people, technology, organizational development articles, leadership and hiring — you might confront in undertaking your initiative.

The second step is to consult with analogous organizations that have undergone a similar transition from print to online publication to learn what to expect and how best to proceed. Ideally, organizational development articles, you or your colleagues might have contacts within these organizations who would be willing to share their experiences, organizational development articles.

The American Bar Association might also be a source of referrals. The article has good suggestions on creating volunteer positions with broader and more challenging roles, but it does not address the fact organizational development articles there is still a need for volunteers to fill traditional roles.

Our small museum needs volunteers seven days each week to staff the admission organizational development articles and gift shop. How do we attract and keep volunteers for this low-key role? I have some key concerns for your organization. First, organizational development articles, you have a group of volunteers who are not finding the experience at your organization fulfilling, organizational development articles. This creates constant dissatisfaction, turnover and increased difficulty in recruiting new volunteers; and this steady exodus may eventually create a organizational development articles public perception of your organization.

Also, you have discontented volunteers in two public-interfacing roles, the admissions area and the gift shop. The admissions area, which sets the tone for the whole museum experience, concerns me the most. Because I promise you, that if you continue to place people into routine jobs, with no pay and no hope of change, they will quit. I hope you will decide to invest in organizational development articles volunteers, because they represent an incredible opportunity to create long-term help and advocacy for your organization and considerably realize and enrich your mission and goals.

Presumably your volunteers had initial expectations upon joining your organization. Since most volunteers are willing to perform routine work if some other goal is being met or will be met within a specified time-frame, I would suggest using the following general approach with modification to your own circumstances:.

As a first step, review with each volunteer what he or she expects to gain from the experience. Attempt to initiate volunteer organizational development articles within a specified time frame, say 6 months. Cut admissions and gift shop shifts to no more than four hours and rotate volunteers out to other areas after a specified time frame.

Solicit from your volunteers leadership in making both jobs more meaningful to the organization, organizational development articles. How can the admissions area become a better initial place for sales, fund raising, community relations? How can the gift shop increase its revenue?

Make a wish list with your colleagues of mission-related projects that need champions. Ask your volunteers to come up with their own list and meet to solicit volunteer leadership of projects in such areas as fund raising events, community development and potential new museum exhibits. Let them fly with their own ideas and credit them in print, organizational development articles. Consider exposing them to prestigious jobs at the museum. Can they train to become docents? Can they intern with finance, public relations or curators.

I understand that turning volunteers into team members and advocates takes time, but in the long term, your efforts will produce not only involved volunteers, but a fuller realization of the mission, more community interest, a more successful and profitable museum and, needless to say, plenty of potential new volunteers. Any ideas on how to find just the right person willing to accept deferred income in exchange for great impact in the world? We are doing pioneering work at the intersection of the microfinance and environmental sectors.

I thank you for your interesting question. I agree that Encore Career candidates are a logical place to start your search. The trick is to locate them. Also, be prepared to address other benefits your organization can offer — tangible or otherwise — in lieu of immediate compensation, organizational development articles. For example, Right Management and Lee Hecht Harrison have regional offices in your metropolitan area. Ask them if they can send candidates, whether they can post your job onsite and what else they may be able to do for you.

Bridgestar would be a great place to start, and they may have other suggestions for you. An ambitious strategic plan has recently been written. It is possible that your organization has reached that plateau which demands a new senior executive to achieve the next level of success. This is a natural organizational development articles in the evolution of organizations. Without sufficient information about the organization, the contents of your strategic plan or the performance or capabilities of your executive director, I am unable to determine whether you are at that stage.

I am also wondering how the board operates as a group and whether you have shared your concerns with other trustees. I would presume that your executive director has had a significant role in bringing the organization to its current success in growth and fundraising and creating the new strategic plan. The information in this article should provide guidance to you in assessing what you will require in organizational resources to achieve an ambitious new strategic plan in comparison to what exists in your present organization.

While you may find that the supplemental skills and capabilities exist in your current resources with some reorganization and training, you may just as likely find that you need to hire outside managers and a new executive to lead the growth, organizational development articles. As you carve out a potential new organization and the requirements for its leadership, you will be creating a rough job description for the senior executive and gaining a better sense of whether your current leader fits that role.

I suggest that at some point you peruse current job offerings in the marketplace to gain awareness of the job responsibilities, skills, organizational development articles, and capabilities required of leaders of organizations similar to your own and the corresponding salary ranges.

A good place to start would be the position listings at The Bridgespan Group. This research will help you confirm whether your executive director is in fact overpaid and under-qualified in the marketplace as well as view the market price commanded by a candidate with a higher level of skills. Our Communications and Advocacy Division is one of six in the organization and responsible for setting the overall tone for our humanitarian work.

Thank you for your consideration. The question you raise tells me that you are at the beginning of a substantial and challenging process for your division. By selecting your most critical initiatives and restructuring and migrating capable human and support resources to them, you are empowering your organization to succeed in its key work. Initiating change in an organization creates considerable uncertainty and anxiety among its individuals, organizational development articles.

I recommend that at the very start of the process, you engage your people and inspire their commitment to developing a division that can more effectively achieve its goals; you may assure them that this change process is not about individuals, but how, as a organizational development articles, they can make a stronger impact on achieving their humanitarian work. Also, as you create and review optimum models for achieving your initiatives, organizational development articles, you may consider tempering them with considerations of feasibility and relative merit within your organization.

You may choose to continue to support those values in your new organization, weaving them into any optimum model you consider. Can you please elaborate on the concept of CCIC competence, competition, innovation and culture framework in an organization? For an in-depth understanding of how this works, I suggest you read my Expert piece on organizational development and the suggested recommended reading. Put simply, to succeed, a company needs to stay ahead of its competition.

The best first step in developing this culture is to deem innovation a core competence, which, along with the traditional competencies, will be evaluated, recognized and rewarded and sometimes tolerated - failures included. Culturally, adding innovation as an evaluated dimension of performance will move the organization as a whole to increased change; enhanced awareness of the competitive environment, receptivity to and support of change, initiation of smaller changes within business units and ground-shaking innovations in some technology areas.

The overall cultural impact is unclear, particularly in cutting-edge organizational development articles companies, organizational development articles those who pioneer new technologies and those who provide the organizational wheels to make them succeed, often receive vastly differing rewards. I would suggest that you contact The Bridgespan Group.

Bridgespan offers advisory and executive recruiting services to help talented nonprofit leaders build their careers and their executive teams. The consultants there should be able to advise you on your compensation questions.

My organization has grown rather rapidly over the past 10 years, having served children and families in to serving more than 11, organizational development articles, in My Board and Leadership Team are looking for an organizational structure that helps better manage our growth from a supervision and leadership perspective, but does not encourage the building of a cold bureaucracy.

Any suggestions on how and where we might look for resources to address this organizational need and concern? You raise a dilemma faced by many successful organizations. Attempting to manage organizational growth and still preserve the founding spirit of an organization is quite a challenge.


Articles on Organizational Design, Leadership Development, Team Development


organizational development articles


Organization Development Journal. Article (PDF Available) This article describes a theoretical and conceptual background and an O.D. framework to organizational trauma, and provides a. This page has links to a number of articles on organizational design, leadership, team development and other topics to help businesses achieve outstanding performance. organizational development. Business. Organizations Should Put Talent First In ***** Crossposted from One key to effective strategic talent thinking in today's world of work is looking beyond. By Edward E. Lawler III. Business. What True Leaders Know About Emotional Intelligence.