Organizational Culture As Corporate Development

Organizational culture as corporate development

Introduction

This text deals with the organizational development that allows the company’s compliments to have a high domain of understanding in the organization to provide validity to servers. In addition the beginning to acquire the growth of success are: organizational climate._ We must understand the attitude, religion of the person and the performance they have, can influence their environment where it works, such as stress and service class, it can also be done in a positive way like, leading in a wayefficient, good communication, understanding of positions or roles and the solution to conflicts. 

Developing

Organizational culture

It is built by nomas, values and the behavior that works in the organization. To reduce confrontations, you must work with positive attitudes through a click: 

1. Diagnosis: Identify conflicts that prevent the effectiveness of the organization and evaluate previous cases. 
2. Planning: Evaluate its veracity, participation in a strategic process can be aggravated to confront the conflicts already analyzed.
3.  Intervention: This process is carried out in a sequential way continuing with the strategic program to achieve a good performance. 
4. EVALUATION: Here an assessment must be carried out to see the variation of the forecasts, and document what happens in the organization. 

To understand this we must have an account that organizational development consists of phases to analyze and seek an improvement in education, services, resources and performance that manages in the organization focusing on improving performance within the organization to deal with trade in the future.

ORGANIZATIONAL DEVELOPMENT OBJECTIVES: 

• Increase the basis and safety in the employees of the organization. 
• Extend assistance among the compliant with the organization to work as a team – raise admiration and satisfaction with the organization. 
• Execute the creative resource to the confrontations of the organization.
• Strengthen communication within the organization.
• Expand the group agreement and the agreement personally in planning and implementation.

Stages of organizational development: 

Initial diagnostic:

 Organizational Development Workers work with the directors, to delimit because production is so low or knowing if work compliant are unhappy. The Board with high controls in management proceeds to carry out the analysis with the medium -level managers to be able to forecast the current situation of the organization. Once the problem is identified, a more formal phase for the collection of information for consultants can be achieved.

 Data collection: 

Here the collection of information and group controversies are added, the surveys seek, the satisfaction of the position, distinction of leadership, environment, decentralization and participation of workers in decision making. The group debate is also part of collecting the data which will be analyzed to reach a certain conclusion, a balance against the company’s standards must be made.

 In this phase the problem can be detected in a specific area. Intervention: Preparation is requested, to solve the conflicts already identified by the consultants. The time that this process requires is 3 to 5 days where work meetings can be analyzed and created a better environment. It also includes new behaviors to establish a balance in the internal work group to verify the performance and carrying out a monitoring, additional participations can also be carried out according to the organization.

Organizational Development Techniques:

Responses based on the survey: they are facilitated a agenda to work compliant, in which we want to investigate the work climate, organization of the person, values, participation and knowing some novelty of the organization. Group formation: At this point, work is carried out where the compliant, in work groups to seek a common purpose and can strengthen interpersonal relationships within the group, is sought to integrate the functions of the functions of the functions, while the functions ofeach and the role they must comply with. Quality circles: in this area it facilitates that the worker can have the help of the administration area.

conclusion.

To conclude organizational development, it seeks to improve the effectiveness of the company or organization to have broad performance in the production of the company, since it promotes the work group and each person, to have a better performance and achieve the objective set.