Organizational development deals with improving a company’s performance and individual development of its employees. Each organization should be viewed as a coherent system composed of separate parts. Organizational development as a process includes methodologies and achievements in strategic planning, organizational design, leadership development, coaching, diversity and balance between work and life.
Business enters a new era, we need other personal qualities – emotional intelligence, ability to manage, to set goals and follow them, to be confident assertive, creative, to self-improve continuously. Only strong and complete individuals can make a profitable and stable business.
\The term organizational development identifies the stages through which organizations go in the process of their development. You could say that organizational development is the way organizations change, evolve. This understanding is based on the assumption that organizations, just like human beings, have cycles of development, each characterized by its specific problems, crises and ways to overcome them.
When we say organizational development we mean the various techniques and interventions that are planned and implemented in order to assist or facilitate the implementation of certain planned and consequential changes in the structure, processes and human resources within the organization. Organizational development process is planned, as it requires systematic diagnosis, program development and mobilization of resources (financial, technical, human) in a separate structural unit or entire organization. It is described as a process that includes efforts to improve various activities in the organization. Organizational development involves the analysis of strategy, structure and culture of the organization. Organizational development analyzes formal and informal parts of the organization.
The formal parts of the company that it analyzes include objectives, structure, policy, human resources, and compensation. The informal ones include values, attitudes, social relationships, etc. Organizational development focuses on performance and health of the entire organization, not on an individual. It is designed to achieve organizational goals that will lead to the satisfaction of people working in the organization. The main objectives of the organizational development as a form of consultation are to:
-To help people acquire knowledge and skills
Organizational development consultants act as a catalyst that helps an organization to solve its own problems by improving its capabilities. The consultation process is defined as a set of activities by the consultant who helps the client to perceive and understand the problems in the organization and to learn to act on solve them. There are different models of organizational consulting: Expert-model: If the client seeks specific information and expertise to solve problems or issues. The responsibility lies with the client. This model works well in the following conditions: the client has correctly diagnosed and presents problems identified as the consultant’s spatiality, ensuring the ability of the consultant to give him/her the expertise, to know the nature of information that he/she wants and to be able to accept the consequences.
Pattern of organizational consulting “doctor-patient”: In this model, the consultant makes the decision, but has additional power to diagnose the problem. In this model, the consultant assumes responsibility for the decision. The word for management and organizational development used in Denmark is ledelse og organisationsudvikling.