Organization Development - Essay Example

Organization Development; contingency approach, content + process theory; participative management; building effective groups, organizational structure As a CEO, it is important to understand that there are certain factors which are deemed as very important from the working domains and which must be understood in a proper manner. These factors lay the basis of eventual growth within an organization and hence the linkage with the people is documented in a very positive way. Contingency planning is the buzzword which is making the business circles’ rounds in the current times. These provide a stop gap solution to the needs which are drawn up by the companies and then the answer is found out so as to cope up with the very same. Different scenarios and short term plans thus provide for a lot of cushion as far as vital tactical planning on the part of the said company is concerned and this indeed forms up as an important ingredient of the different processes that are running within the company. It might also be possible that the different departments present within a company have their own respective agendas that they have to meet and thus the long term planning can take a back seat in this equation. The administrative, decisional, interpersonal and other skills present within the repertoire of the management of the company have to understand that the long term planning has to make way for the tactical moves that are introduced within the company every now and then and which is for the betterment of all concerned, more than anything else, for the company and its stability in the long run itself. The skills just discussed have to come into play so that all of these unite and thus form up as a single, coherent message, a message that will take over the reigns of the company and talk about the problems that it is facing in the light of the completion and the eventual attainment of the strategic goals. The short term activities and tasks thus gain more and more attention from all concerned, not only the employees working within the company but also the stakeholders who have one thing or the other within the proper and sound functioning of the business, the consumers who want to know what exactly is happening with the company’s different products and services and why there is a lag at the retail side of those very products and services. Large corporations and entities need to have managers who have sound vision and proper tact within their grasps so that they can well understand the mannerisms of the ball game of satisfying the different publics, the customers and last but not the least the stakeholders. The requirement is to balance all of these so that the company benefits in the long run with the proper consent of all concerned. The stakeholders’ satisfaction is of paramount importance for the organizations function to run in a smooth and flawless manner. In the world of today, long range planning is not appropriate for a company which has to meet tactical moves as well as go in line with its strategic tilt and direction that has been set ages ago. A CEO has to take care of these processes before starting his work. This is important because he finds a guideline to maneuver his troops to best effect possible. Also it gives him an idea as to how things will shape up in the times to come within the organizational domains. Organizational strategy process works; one must understand that it needs to be formulated first in order to work for the sake of the organization and its pertinent business processes and activities. Strategy process can only come into the fray if proper measures related with its development and formulation are completed in a manner that could only be remarked as one having success within its ranks. Within the strategy process, the top management and the specialists are involved since they have a lot of say in devising the strategy quintessential for the organizational basis. (Foss, 2005) These decision making individuals formulate the strategy process in such a way that their organizational value hierarchies and objectives are kept in check. This is significant to comprehend because strategy indeed is the basis of the organization’s long term commitment towards its stakeholders, employees and more importantly – the customers, for whom it is undertaking the operations in essence. The analysis process within the strategy is undertaken when the strategy has financial implications for the smooth running of the business or when there are certain issues which pose as a lingering threat on the working domains of the organization’s goals and objectives. Participative management is important from the CEO’s role since it can build upon the involvement angles on the part of all the employees. This asks for input from the organizational domains and hence the individual basis of these employees is manifested in the truest sense. What this also means is the fact that the leader has to play his dynamic role at establishing a vital link amongst one and all as well as the different processes within the reigns of the company under question. Participative management therefore is an important yardstick of determining vital information from the holds of the company when it comes to exploring the different work ethos and the way in which work gets done in a proper and smooth fashion. Participative management takes the front seat under the CEO’s working domains because he finds out who the most effective employee is and which employee falls short on the working graphs, as far as performance of work ethos are concerned. Participative management is also significant as it jots down the exact mechanism for putting practical basis to the written word and hence an important yardstick for discerning the basis of work is documented within the CEO’s domains. Moving on with the discussion on building effective groups, it must be remembered that a group is as good as a single player or an individual within it. This is so very true when we speak of the manner in which groups and teams are being made and dealt with these days. There have been many a number of individuals who have had exceptional talents, both in the field of sports as well as a number of other arenas of life. These people have ascended on the ladder of success with sheer hard work and commitment, which in its essence, is the key to attain and achieve success and fame. There have been great players, leaders and trendsetters amongst these who can be bracketed alongside the very best. One needs to understand what challenges they had to go through before the world understood their might and leadership ways were appreciated left, right and center. For a group to become a high performance team, it needs to set ethics in place first and then go about implementing the same at all stages of the task at hand. For this to happen, each one of the group members should be accountable to the whole clan as well as be asked to come clear in front of everyone over an issue or matter. Team performance eventually rises if the whole group works as a coherent unit and does not stray from the set path of action. The charter for the whole group needs to be set in place before they think of start working together, as well. A CEO must understand that he needs to empower the employees in such a way that they work in the form of groups. However all this requires a staunch support by the CEO himself since he is the torchbearer in such settings of organizational leadership. Organizational identity basis and indeed diversity means what kind of organizational working a company usually has within its folds. This could be in the form of a centralized fashion or a company which has a decentralized approach as far as its working methodologies are concerned. The centralized diversity of an organization understands the fact that the supreme basis of instructions and commands rests with only one single party and all the other staff members encircle this post of authority. It might also be true that an organization has different departments and within those different units, there is either the provision of centralized or decentralized approach. The decentralized form of diversity takes its basis from the rationale that more the number of staff members or employees within the organization, more distributed are the chain of command and authority within them. As concerns to an organization, its structure impacts the manner in which work is basically carried out. More than anything else it adheres to the different purposes of the discrete services and the related achievements with the passage of time. This brings to light the notion of discussing the structural basis of the organizations themselves. For starters, these organizations might not be that easy to understand at the very beginning. These can encompass a variety of different aspects, features and traditional mindsets which make up their structures. To start with, we see that an organization can either be formally aligned in its ways and means of doing things and different processes or the same might just be in a way informal in quite a few of its activities and tasks. The manner in which it runs across this paradigm is something that needs to be studied in depth before we reach further consensus on their purposes and the kind of achievements that they have had. Works Cited Dean, Joan. Implementing Performance Management: A Handbook for Schools. RoutledgeFalmer, 2002 Roney, C. W. 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