You are here:

Marketing/training and development

Advertisement


Question
examine some of the models organisational development.which do you think more appropriate for indian industries?

Answer
Examine some of the models of Organisational Development (O.D.). Which do
you think more appropriate for Indian Industries?
Organizational Development models

Organizational assessment refers to a process for obtaining information about the performance of an organization and the factors that affect performance.  It is done to determine; areas for improvement, opportunities for growth and competitive advantages.  Examples of organizational assessment focus areas include; work flow processes, revenue streams, organizational structure, cultural transformation, and client satisfaction and employee engagement.
There are many different frameworks for conducting organizational assessments.  These models provide theoretical guidelines upon which valid and reliable organizational assessments should be based.  All of these models provide value to HR and Business leaders performing organizational assessments; however each model is based on a different evaluation approach.
Leaders will often use an external organizational consultant to help them get started, until they can use the process on their own.  It’s important to choose someone with experience in your industry and expertise in the areas you are seeking to evaluate.  I suggest getting references from leaders you trust and conducting interviews with potential OD consultants.   SHRM National and local SHRM chapters are great places to start for references.
Whichever model you use to conduct your organizational assessment, it is important that you feel comfortable with your choice so that ultimately, your organization benefits and performs better.  
Here are 3 commonly used organizational development models, including resources to learn more about each one.
3 Organizational Development Models
1.    Weisbord’s Model (The Six Box Model) - Developed by analyst Marvin Weisbord, the six-box model is a generic framework and is intended for use across a wide variety of organizations.  It is based mainly on the fundamental techniques and paradigms of the field of organizational development.
The six-box model is based on the book “Organizational Diagnosis: A Workbook of Theory and Practice,” by Marvin Weisbord

2.    Burke & Litwin Model (The Casual Model of Organizational Performance & Change) – The Burke & Litwin Model, suggests linkages that hypothesize how performance is affected by internal and external factors.  It provides a framework to assess organizational and environmental dimensions that are keys to successful change and it demonstrates how these dimensions should be linked causally to achieve a change in performance.
A great source of information on this model is the article “A Causal Model of Organizational Performance and Change” by Burke and Litwin.
3.    Institutional and Organizational Model (IOA Model) - The IOA model aims to help an organization define and improve its overall performance through analyzing its environment, motivation, and capacity. Through these four areas (performance, environment, motivation, and capacity), the model offers a clear-cut methodology to diagnose institutional strengths and weaknesses.  To learn more about the IOA Model,   I strongly recommend the book Organizational Assessment: A Framework for Improving Performance by Lusthaus, Adrien, Anderson, Carden, and Montalvan.
.
These are the three models I’m most familiar with, but there are many more out there. What’s your favorite approach to organizational assessment and development\

-------------------------------------------
Universalia Institutional and Organizational Assessment Model (IOA Model)
Summary
conceptual model of organizational assessment: the Institutional and Organizational Assessment Model (IOA Model). The model aims to help an organization defining and improving its overall performance through analyzing its environment, motivation, and capacity. Through these four areas (performance, environment, motivation, and capacity), the model offers a clear-cut methodology to diagnose institutional strengths and weaknesses.
Outline of the Approach
A schematic representation of the IOA model, of its four areas and their respective factors, allows understanding it clearly (a description of each factor is available when you click on it):
EXTERNAL ENVIRONMENT
•   Administrative/Legal
•   Political
•   Social/Cultural
•   Economic
•   Stakeholder
•   Technological
•   Ecological
ORGANIZATIONAL MOTIVATION
•   History
•   Mission
•   Culture
•   Incentives/Rewards
ORGANIZATIONAL PERFORMANCE
•   Effectiveness
•   Efficiency
•   Relevance
•   Financial Viability
ORGANIZATIONAL CAPACITY
•   Financial Management
•   Program Management
•   Process Management
•   Inter-organizational Linkages
•   Strategic Leadership
•   Human Resources
•   Infrastructure
•   Structure
The factors embedded in capacity, motivation and contextual environment all influence the performance of an organization. The overall organizational performance is defined in terms of effectiveness (mission fulfillment), efficiency (accuracy, timeliness and value of service and program delivery), ongoing relevance (the extent to which the organization adapts to changing conditions and its environment), and financial viability


##################################
A#############################
4. Career development is a waste of money for a company. All it does raise
employees expectations if not they frustrated and then quit. Do you agree or
disagree? Substantiate your views with suitable examples from software industry.
THIS  IS NOT  TRUE  AT  ALL.
1.CAREER DEVELOPMENT PLAN
-is  a  long term [ 3—5 years plan]
2.IDP  individual  development plan
-is  a   12  month  plan.

THE  FLOW  IS  ,  AS  FOLLOWS
FIRST---ORGANIZATION  DEVELOPMENT  PLAN
VVVVVVVVVVVVVVVVVVV
SECOND---CAREER  DEVELOPMENT  PLAN
VVVVVVVVVVVVVVVVVVVVVVV
THIRD----IDP

In organizational development (or OD), the study of career development looks at:
•   how individuals manage their careers within and between organizations and,
•   how organizations structure the career progress of their members, it can also be tied into succession planning within most of the organizations.
In personal development, career development is:
•   " ... the total constellation of psychological, sociological, educational, physical, economic, and chance factors that combine to influence the nature and significance of work in the total lifespan of any given individual." [1]
•   The evolution or development of a career - informed by (1) Experience within a specific field of interest (with career, job, or task specific skills as by-product) (2) Success at each stage of development, (3) educational attainment commensurate with each incremental stage, (4) Communications, and (5) understanding of career development as a navigable process.
•   "... the lifelong psychological and behavioral processes as well as contextual influences shaping one’s career over the life span. As such, career development involves the person’s creation of a career pattern, decision-making style, integration of life roles, values expression, and life-role self concepts."
•   
•   Career development is an organized approach used to match employee goals with the business needs of the agency in support of workforce development initiatives. In this process:
The purpose of career development is to:
•   Enhance each employee's current job performance.
•   Enable individuals to take advantage of future job opportunities.
•   Fulfill agencies' goals for a dynamic and effective workforce.

Who's Responsible For It?
   •   Managers are responsible for linking the organization's needs to employee career goals, and can assist employees in the career planning process.
•   Human Resources is responsible for designing career paths and employee development programs that help employees reach their goals.
•   Each employee is responsible for planning and managing his/her career.
#############################################################################  

Marketing

All Answers


Answers by Expert:


Ask Experts

Volunteer


Leo Lingham

Expertise

I can answer questions on marketing, marketing planning, product management, advertising, sales promotions, sales planning, merchandising, direct marketing, and sales management.

Experience

18 YEARS WORKING MANAGEMENT EXPERIENCE IN BUSINESS PLANNING,
STRATEGIC PLANNING, MARKETING, SALES MANAGEMENT, AND ORGANIZATION DEVELOPMENT.

PLUS

24 YEARS OF MANAGEMENT CONSULTING IN STRATEGIC PLANNING,
BUSINESS PLANNING, PRODUCT MANAGEMENT, MANAGEMENT TRAINING,
AND BUSINESS COACHING.

MASTERS IN SCIENCE

MASTERS IN BUSINESS ADMINSTRATION.

Organizations
PRINCIPAL--BESTBUSICON PTY LTD

MANAGEMENT CONSULTING SERVICES.

Education/Credentials
MASTERS IN SCIENCE

MASTERS IN BUSINESS ADMINSTRATION

©2016 About.com. All rights reserved.