What is the theory of organizational development?

The system oforganizational development, refers to the effective functioning of human relationships that exist within the company. Importance is given to human resources through processes, techniques and an objective approach.

This indicates that it is a tool that, through analysis, manages to obtain information that is used to develop strategies that allow the changes that are necessary and in this way, achieve the greatest efficiency and success in the goals ruled.

This system of theory of organizational development of business management, requires that the company be in capacity and understand the tools needed to compete in today's market and become a necessity.

In order to use the tools, an important learning process must be used, which is the means of access to the skills that generate the changes that influence the performance of the company.

Organizational development characteristics

The characteristics of organizational development theory are classified as follows:

• Focus of the company in general: Mostly this system includes the company for the change to be effective, because all its parts they work together to solve problems and thus take advantage of any chance.
• Change agent: These are the participants who help to make the changes of the company. In general, this agent is a consultant outside the company who can work independently without being linked to the organization's policies.
• System orientation: This system interacts directly with the company, therefore, it is related to the workforce with the participants, as well as that with organizational processes, this indicates the importance of all parties working as efficiently as possible possible.
• Learn from experience: Within a training environment, you learn from experience, as participants learn to solve work environment problems and can discuss issues related to experiences and learn from they.
• Team development: Focuses on building work teams where integration and integration are put into practice. cooperation to learn to overcome differences between participants and thereby reach an end common.
• Problem solving: It is based on real and superficial problems through the use of research and action within the company.
• Feedback: It is generated so that the participants have the necessary information through specific data that are based on decisions, in this way respect, good behavior and understanding of any situation that arises is facilitated. Present.
• Interactive approach: Communication and interaction is very important within this system, so that changes can be achieved.
• Situational orientation: Within this system, fixed processes are not used, rather they are adapted to the different situations and difficulties that arise in the company in flexible ways and focused on their needs.
• Team processes: In team processes, conflicts, discussions and procedures related to cooperation are defined to improve communication, responsibility and trust.

Organizational development process

The technology of the organizational development theory of business management, originated from the behavioral scienceTherefore, it comprises a process that can be achieved through the following stages:

• Data collection: Data collection and analysis is one of the techniques used to describe the organizational system, the ways to identify problems, relationships between subsystems and all important aspects of the business.
• Organizational analysis: It is mainly about the problem solving process, it attends the development and verification of new approaches that could solve the difficulties and prepares the company for the changes.
• Strategy planning: When the diagnosis is determined, the team determines the actions, resources, needs, techniques and the time it takes to make the changes that the company requires.
• Intervention: This action is a stage of the process of this type of development that is carried out from the analysis stage to diagnose the intervention in the system and facilitate the process on an ongoing basis.

Organizational development techniques

In order to achieve the objective of organizational development, it is necessary put certain techniques into practice, which will depend on the type of company, the resources and the established goals, among the most applied are:

Direction by objectives

More than a technique, it is a model that helps optimize the achievement of goals, adequate performance monitoring and better evaluation.

Transnational analysis

This technique allows us to better understand any circumstance that arises and the different attitudes of the others, since it is very useful to apply it in training, communication, advice and in the dynamics of group.

Polls

This method is the most suitable for collecting information and data. Part of the acquisition of knowledge by management where decisions are made once they are known conditions and quality of work within the company. In this way, it is easier to know the difficulties that need to be improved and to look for possible solutions.

Team optimization

This technique was specially created to optimize the capacity of workers and encourage them to work in a group and for this to be achieved successfully, a good team formation is necessary that leads to the effectiveness of the business.

Quality circles

Within this technique, weekly group meetings are suggested, where problems and possible solutions for good management will be discussed. It is recommended that the teams are not so big or so small so that there is a balance of opinions.

The organizational development theory today it is applied continuously, since it is of great help to make changes within the company, these must be prepared in case of presentation any eventuality that allows positive or negative changes in their performance directly linked to management, customers or by applications innovative.