Individual goals and organizational objectives: Organizational Development assumes that it is possible to achieve the goals of individuals are integrated with the objectives of the organization, where work is stimulated and lead opportunities for personal development. The objectives of change: They can be classified two types of change objectives as the focus of their efforts. Structural objectives. Shirley classifies the elements or components of any organizational structure to determine the structural targets in a program of change: (a) distribution of functions through organization, (b) horizontal and vertical relations of authority, (c) relations subordination, (d) communication process / decision, (e) guidelines or decision rules and (f) formal incentive systems. Behavioral objectives.
That to Shirley are subdivided into the following elements. (A) the individual, (b) interpersonal relationships, (c) group behavior, and (d) intergroup behavior. Definitely, "Organizational development is a long-term educational program, aimed to improve problem-solving processes and renewal of an organization, in particular through a more collaborative management and effectively with the culture of the organization, with the assistance of a change agent, or catalyst, and the use of the theory and technology relevant to the science of organizational behavior. "For Schein, the essential elements of any development effort Organisational are the long-term orientation. admission of the efforts for greater overall efficiency of the organization and not just to a part of it. the steps of diagnosis and intervention are developed jointly between line managers and the consultant. For other opinions and approaches, find out what Robotics has to say. OD process basically consists of three stages.
Collecting data: determining the nature and availability of the necessary data and methods used for collection within the organization. It includes techniques and methods to describe the organizational system, the relations between their elements and ways to identify major problems and issues. Organizational diagnosis: analysis of data collected is passed to its interpretation and diagnosis. It is concerns to identify problems, their consequences, establish priorities and objectives. Intervention Action: select what is the most appropriate intervention to solve a particular organizational problem. This is not the final phase of the DO, since this is a continuous and a stage that can facilitate the process on an ongoing basis. In conclusion, the management will be favored by the Organizational Development put it to improved problem-solving processes of organizational renewal, particularly through effective and collaborative diagnosis through the participation of formal work teams, temporary teams and culture intergroup, making and using a theory and technology of applied behavioral science. OD involves structural and technical changes, but its primary purpose is to change people, nature and quality of labor relations, ie changing the organizational culture.