Saturday, September 7, 2013

The Importance Of Organizational Development Consulting

The Importance Of Organizational Development Consulting

By Helene Norris


It is widely believed that development, especially of an organization, demands commitment and proper planning of all programs involved in it. It is an ongoing and systematic practice that involves implementing new changes to an institution with an aim of establishing efficiency. The general notion holds that development is intended for changing existing values, norms, beliefs and organizational structure to a better condition. The ancient research, however, holds that organizational development should also encompass interactive consultancy, action research, and group dynamics, and this is met through organizational development consulting.

Evidently, it is an involving and demanding task that incorporates several activities and parties in order to be accomplished. This would require both stakeholders and other external parties to come together. Development scheme begins with the actual input of insiders, including; top management, departmental management, deputy managers, supervisors, employees, and the insubordinate staff.

Some of the major attributes of organizational development are consultancy and social networking. Primarily, extensive consultancy is a core requirement for advancement of the entire firm. On lower scale, it begins at the internal structure of the firm. This means that the institutional board should cross-check the efficiency of the current institution, right from top management to the insubordinate staff.

Significantly, such analyzes are crucial to determining all the internal problems that would cause setbacks to growth plans. First, the organization board is required to outline the departmental productivity of different sectors of the firm. Much attention relies with the achievement of actual objectives and goals of the organization. This includes effective management of time in line with meeting deadlines.

The management would have to consult virtually all or sampled group of organizational stakeholders in attempt to determine practical ways of developing the firm. However, the firm also needs professional consultants who should guide the organization through tall the phases of growth. Unlike the internal members of the organization, a consultant provides guidance on the external issues related to the firm.

Generally, consultancy is both beneficial to both the firm and the stakeholders. It would provide opportunities for parties, organization and the members and thus fulfilling their full potentials. Most importantly, it creates a forum where the stakeholders can influence the manner in which they relate to one another, organization, and the working environment. Besides, they also feel accepted and obliged to show commitment to the firm.

The general notion outlines that professional consultancy borders on all principles of developing an organization. It creates openness between all members and, therefore, trust and mutual understanding among them. This is integral to ensuring job security as well as instilling commitment of employees to their duties.

Additionally, the employees will improvise practical ways of handling conflicts that might arise between them. They also resolve to confront every problem instead of neglecting them, an improvement in problem solving. Many researchers still believe that consultancy is the ideal manner of handling all the ongoing processes of developing an organization. This is only true because through organizational development consulting, the firm is exposed to multiple ideas that can be used in assessment of growth programs.




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