Contribute to Organisation Development

Task 1

Work collaboratively in consultation with key stakeholders and individuals to profile the organisation’s culture and readiness for organisational development

The corporate culture is the general attitude, and the explanations why people become attracted to the activity inside an organisation. An organisation culture involves factors such as:

• Beliefs
• Habits
• Symbols
• Systems
• Values
• Vision

One of the most effective ways to assess and evaluate an organization's community is to interview its policy makers and strategic managers and other related players from stakeholders.

Delegate key roles in the organisational development process and confirm their commitment

To achieve the attention of these employees, a series of learning sessions and preparation and planning sessions would be required. A simple list of duties and obligations, along with time limits and reference points to assess progress along the way, shall be given to all employees. The roles of key workers need to be thoroughly outlined in the formal document that they need to sign to confirm their commitment.

Collect and analyse data on areas of the business experiencing problems or that need realignment

The compilation of data will also be important to the query that you have to answer or to the field you look for the information greatly and explicitly.  A strategic review is essential for all underperforming areas of the enterprise. Types of data gathered to advise the companies that are facing challenges may include output statistics and figures, grievances relevant to this sector, other departmental benchmarks, budgets, and comparative data. Such developments and assessments will then be used to inform and promote policy-making. 

Determine and agree on objectives and strategies for organisational development

Objectives and strategies can be agreed upon by several meetings and analysis of other options. You have to evaluate the information gathered to locate the difference between the present scenario and the target scenario in order to define and contend the need for new growth goals and strategies.  Once this gaps have been identified, options for closing this gap can be created.

Contextualise change management techniques required to achieve the workplace culture outcomes and build them into the organisation development plan

Organisations need to revamp their whole culture in order to contextualise change management by many techniques like Kotter’s 8 step model of change in the eight stages of the transition process there are: the immediate establishment, the building of effective leading coalitions, the implementation of a mission and plan, coordination of mission, reduction of impediments and mobilization of policy workers (John, 1996).