Posted in Human Resources Articles, Total Reads: 1182
, Published on 04 December 2013
The CEO was bothered about the kind of attrition that was happening in the Organization; even more concerning was that the rarely skilled employees were leaving the Organization which in turn made lose orders, lose clients and ultimately lose business.
It was becoming difficult to analyze the reason of attrition because the management was sure that their employees are being paid well as per the industry.
An external Team was called upon to analyze the situation. Some internal managers also joined the team.
A detailed data gathering started with a detailed group discussion as well as one on one meeting.
The observations made were:- 1. Employees lacked trust in the management. 2. They are very pessimistic about their growth in the Organization 3. Each of them had constrained themselves to their own work and no cooperation or coordinated existed within the team or between the teams.
The situation was thoroughly analyzed and it was realized that:- 1. The induction process itself was not robust enough to motivate the employees or to make them feel valued for the company or to develop respect for the culture and values of the company. 2. The Performance Appraisal processes were very lengthy. And still the employees did not get the feedback that they were expecting out of it. They expected a transparent feedback. They wanted to know about their career path and their growth in the organization. 3. The policies micro-managed the employees and made them feel bonded.
Actions Taken: 1. Policies were revamped with certain flexibilities in it. 2. The appraisal system got revamped. 3. Management started having periodic meetings with the employees.
Outcome: 1. Management started gaining back the trust of the employees slowly and steadily.
It just took few minutes to narrate the way the OD intervention helped in the above case, but on field it’s a real tough task and might take months and years to achieve the desired objective.
OD – Organizational Development basically deals with Group Dynamics, i.e. the way in which groups evolve and how the group members behave.
OD intervention is a method by which the Employee behavior is influenced for the improvement of the Organization. And it needs to be conducted in a very planned and a structured manner.
There are number of tools for Organizational Development. However, the Choice of a Tool depends upon various factors like:-
1. Available time span 2. Resources available 3. Type of Organization etc.
Primarily, choice of the Tool depends upon the type of problem faced or the objective of the Organization.
Some of the OD intervention tools are:-
1. Team building:- It is a very common for conflicts to arise amongst team members or within teams. However it is important to work upon those conflicts at the right time and convert them into a constructive discussion and create an environment where each one has respect for other’s opinion and the courage to accept the one that is in line with the Organizational Goal. Here comes the role of an OD specialist.
2. Coaching Coaching is usually used to help key employees to overcome some of their limitations that would otherwise come in the way of the Organizational goal.
3. Performance Improvement When an Organization targets to achieve higher goals, it identifies the current performance of the Organization with various statistical data and after a proper analysis it puts necessary systems and process in place for the improvement of the Organizational Performance and Productivity.
4. Sensitivity Training This training makes people aware of their own behavior, impact of their behavior on others and interpersonal traits and thus makes them aware of their role expected within a group.
5. Total quality management It is used for the overall development of an Organization with the participation of all of the employees of an organization thus leading to a continuously improving Organization and thus satisfying employees as well as customers.
6. Role Analysis technique (RAT) This technique comes into picture, when there is a problem existing due to role ambiguity. Role Analysis helps in understanding mutual expectations and objectives, thus creating a participative environment, cooperative environment and a team culture.
In Organization Development, the way things are done is more important than what is being done, so the process that has been followed plays a vital role.
The article has been authored by Jyoti Panda, Welingkar Institute of Management & Research (We School), Mumbai
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