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BENEFITS OF BUNDLE
BUNDLE DESCRIPTION
Complete Reference of OD Best Practices in VUCA World PPT
Organization development (OD) PPT is an effort that focuses on improving an organization's capability through the alignment of strategy, structure, people, rewards, metrics, and management processes. It is a science-backed, interdisciplinary field rooted in psychology, culture, innovation, social sciences, adult education, human resource management, change management, organization behavior, and research analysis and design, among others.
Organization development (OD) PPT involves an ongoing, systematic, long-range process of driving organizational effectiveness, solving problems, and improving organizational performance. It is also one of the capabilities identified in the Talent Development Capability Model.
Organizational development (OD) PPT is a critical and science-based process that helps organizations build their capacity to change and achieve greater effectiveness by developing, improving, and reinforcing strategies, structures, and processes.
There are a few elements in this definition that stand out.
1. Critical and science-based process. OD is an evidence-based and structured process. It is not about trying something out and seeing what happens. It is about using scientific findings as input and creating a structured and controlled process in which assumptions are tested. Lastly, it is about testing if the outcomes reflect the intention of the intervention.
2. Build capacity to change and achieve greater effectiveness. Organizational development is aimed at organizational effectiveness. It, therefore, has a number of (business) outcomes. These can differ between organizations, but usually, they do include financial performance, customer satisfaction, organizational member engagement, and an increased capacity to adapt and renew the organization. These are not always clear-cut. Sometimes it is about building a competitive advantage, in whichever way we define that.
3. Developing, improving, and reinforcing strategies, structures, and processes. The last part of our definition states that organizational development applies to changes in strategy, structure, and/or processes. This implies a system-approach, where we focus on an entire organizational system. This can include the full organization, one or more locations, or a single department.
The organizational development process is a systematic, research-based series of steps. Common implementation steps include the following:
a. Identifying an area of improvement. Organizational change begins with identifying a need that aligns with business goals. Companies often know that need right away, but they may consider a data-driven approach to identify problems through formal surveys and feedback. This approach allows for a more thorough understanding of the area for improvement. Companies should ask themselves what they want to change, and why that change is necessary.
b. Investigating the problem. Once the area for improvement is identified, companies conduct an investigation to learn why the problem exists, what the barriers to improvement are, and what solutions have previously been attempted. This step can also include surveys or focus groups and individual consultations.
c. Creating an action plan. The company then creates a plan with allocated resources and clearly defined employee roles. This plan will include specific support for individuals involved and identify a measurable goal. During this step, companies should think about how they'll communicate changes to staff and manage feedback.
d. Creating motivation and a vision. Once the company has clearly defined and communicated a plan, its leaders must motivate their employees to share in a vision. This step involves leaders acting as enthusiastic role models while helping employees understand the plan's big-picture goals and desired impact.
d. Implementing. While stability is necessary during implementation, supporting employees during the transition with mentoring, training, and coaching is equally important. When thinking about such support, management should consider what new skills employees will need and what delivery methods will be most effective. Ongoing feedback and communication can help make the change process easier.
f. Evaluating initial results. Once the company has implemented a plan, its leaders may create space for shared reflection, asking themselves and their employees if the change effectively met the business goals. They'll also evaluate the change management process and consider what could be done differently. This step can't be overlooked; if the company doesn't evaluate the changes, it won't know whether interventions have been effective.
g. Adapting or continuing. Depending on the evaluation of the initial results, the company may choose to adapt its plan. If the results show success, it may continue with the current plan to keep improving.
Organizational design has become more crucial over time. Today's world is characterized by Volatility, Uncertainty, Complexity, and Ambiguity (VUCA). This VUCA world requires new agility from organizations, and organizational development is the means to that end.
THERE ARE 10 PRODUCTS ARE IN THIS BUNDLE:
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Organization Design and Culture PPT
Lecture Outline
1. What is Organizational Culture?
2. Levels of Corporate Culture
3. How Employee Learn a Culture?
4. Can... [read more]
Individual Price: $20.00
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Organization Life Cycle
Lecture Outline :
1. Organizational Life Cycle
2. Differences Between Large and Small Organizations
3. Organization Characteristics
4. Four... [read more]
Individual Price: $20.00
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Organization Structure
Lecture Outline
1. Organization Structure
2. The Relationship of Organization Design to Efficiency vs. Learning Outcomes
3. Ladder of Mechanisms for... [read more]
Individual Price: $25.00
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An organization design PPT, when it is established, of course has the intention why it looks like that. The formal form of the organization is expected to be the best form that... [read more]
Individual Price: $20.00
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Organizational Change and Development PPT
Lecture Outline
1. Forces Driving the Need for Major Organizational Change
2. Resistance to Organizational Change
3. Lewin's... [read more]
Individual Price: $20.00
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Organizational Communication
Lecture Outline :
1. Function of Communication
2. Communications Process
3. Barriers to Effective Communication
4. Communication... [read more]
Individual Price: $20.00
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Organizational Decision Making & Learning Organization
Lecture Outline
1. Organizational Decision Making
2. Steps in the Rational Approach to Decision-Making
3.... [read more]
Individual Price: $20.00
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Lecture Outline:
1. What is Organizational Conflict?
2. Marketing ? Manufacturing Areas of Potential Goal Conflict
3. Agreement and Conflict Among Stakeholders
4. Conflict... [read more]
Individual Price: $20.00
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ORGANIZATIONAL DESIGN
Lecture Outline:
1. Contingency Factors Affecting Organization Design
2. Dimension of Organizational Design
3. Mechanistic and Organic... [read more]
Individual Price: $25.00
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Organizational Behavior (OB)
Contents :
1. What is Organizational Behavior (OB)
2. OB's Roots in Other Disciplines
3. The Principles of Organizational... [read more]
Individual Price: $25.00
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Got a question about the product? Email us at [email protected] or ask the author directly by using the "Ask the Author a Question" form.
ABOUT THE AUTHOR: UJ CONSULTING
UJ Consulting
Untung Juanto ST., MM. Founder of UJ Consulting. He is professionally experienced business and management consultant in several local and multinational companies.
[read more]
He has an experience in managing an effective and efficient company with various approach methods adapted to different industries because He had a career from the lower management level as Supervisor before finally being at the top management level. His Top Management experience started from the position of General Manager, VP Operation, HR Director and Business Development Director
He completed his undergraduate education majoring in Architecture at Diponegoro University, Semarang, Central Java, Indonesia. After that, He continued to Master of Management level majoring in Human Resource Management with cum laude predicate with a GPA of 3.94 at Mercubuana University, Jakarta, Indonesia.
His last work experience as Deputy President Director at Hutahaean Group in charge of 14 business units engaged in various industries including CPO Production, Oil Palm Plantation, Cassava Plantation, Tapioca flour production, 4 and 5 star hotels, waterparks, golf courses and housing with a total of employees more than 3,000 employees.
His biggest achievement was in 2021 when He served as Deputy President Director at Hutahaean Group Indonesia by increasing the company's revenue from IDR 700 billion to IDR 1.1 trillion (y/y) and increasing the profit margin by more than 20%. Doing a turn around on business units that have lost in the last 5 years become profits. In addition, He have also succeeded in creating an efficient and effective management system by redesigning the Business Process Management (BPM), reviewing Standard Operating Procedures (SOP) and Work Instructions and compiling the appropriate Key Performance Indicator Management (KPIM) to increase employee productivity.
He is currently active as a part-time business and management consultant (online) at Enquire Corp. and Flevy Corp. In addition, He also teach part-time at several universities for courses in strategic management, human resource management, project management, entrepreneurship and business.
UJ Consulting has published 169 additional documents on Flevy.
DETAILS
This business document is categorized under the function(s): Operations Organization, Change, & HR
It applies to All Industries
Purchase includes lifetime product updates. After your purchase, you will receive an email to download the documents in this bundle.
Initial upload date (first version): Oct 14, 2022
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