Understanding How an Organisational Development Model Works
Running an organisation is not easy. There are people from different backgrounds and abilities performing a range of different tasks, and all of them are expected to work together and achieve top productivity levels. This can be a very difficult thing to do if not done correctly. Organisational development centres on increasing productivity of individuals and teams, and the overall efficiency of the business. It may include a variety of techniques that are applied to assist team members and individuals to perform better, to adjust to change, and to deal better with problem-solving and communication.
It may also include the implementation of new targets or revision of existing objectives, and setting in motion different ways to achieve these at a more rapid rate. Oftentimes, changes within the organisation are difficult for the employees to come to terms with, especially when it comes to cultural transformation, because for an employee it is essential that they are able to perform their jobs as effectively as possible, and that they make a meaningful contribution to the success of the business. There is a set of organisational development models that professionals use to achieve all of these objectives, and these models are based on working according to a set of principles to achieve the necessary changes.
When does a company usually need organisational development?
- When the existing work model is not functioning as well as it should, and targets and objectives are not met, or not met quickly enough
- When major transformations happen within the organisation and employees struggle to come to terms with the changes
What is an organisational development model
The clearest definition of an organisational development model is a systematic and planned approach towards certain problems within the organisation. Any organisational development model should involve the people within the business, and take on board their feelings, abilities and suggestions regarding changes that will make them and the business operate more effectively. The business and its employees are seen as a “system”, and the organisational development model has to centre on this “system’s” view of the business. Changes can only be effectively implemented when the people have effectively bought into the changes.
An example of an organisational development model
There are many different organisational models in the business world, but one of the most popular and effective models is the model founded by Kurt Lewin. It involves Unfreezing, Changing, and Refreezing. While this sounds complicated, the principle is actually quite simple.
- Unfreezing: Challenging perceptions and behaviours that make the company underperform, and the creation of an understanding of the need for organisational change, and therefore reducing the fear or resistance to change.
- Changing: Setting in motion the process of transition – this can mean replacing old values and behaviours with new ones, and even trying out or experimenting with new behaviours.
- Refreezing: The new behaviours and values are reinforced and cemented within the business and become the status quo of operation. These new behaviours are then integrated into the business and, as a result, the business operates at a more productive level.
If you are dissatisfied with the productivity levels of your business or keen to learn more about an organisational development model that will help your company to become more effective, contact our team at FWA Organisational Development today for assistance.