Organisational Development (OD) is a general term for a planned, systematic and goal-driven shift in the organisational structures and processes as well as the behaviour of the employees of a company. On the one hand, it is supposed to improve the company\u2019s performance while, on the other hand, it supports the development of every single organisation member.<\/p>\n
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For OD in that sense the St. Galler Management Concept proposes five navigational phases for the practical implementation of a holistic approach: checkup, configuration as-is, configuration to-be, implementation and optimization.<\/p>\n
For this, multiple parameters<\/strong> <\/span>are necessary:<\/p>\n There are different frameworks<\/span> <\/strong>for OD. Those focusing on phases (like the 3-phases-model by Lewin) are generally to be viewed sceptically because in practice the phases less and less frequently occur sequentially. Instead of phases one should look at modules (e. g. 6 Steps of the Problem Solving Process and the STRIM Management Field System).<\/p>\n A different approach focuses on active principles for the promotion of self-organisation processes. While I consider self-organisation very sensible and support a qualification-based approach according to which qualifications stand for abilities that enable oneself to act in a self-organised manner (as self-organisation dispositions), it has to be insured in the practical execution that the employees can and want to take over that responsibility.<\/p>\n C. Schiersmann and H.-U. Thiel therefore propose an integrative consulting model that combines both approaches. As a logical regulatory framework this may have some merit but I would caution against too much methodical complexity and therefore personally prefer the “St. Galler Denk- und Wissensnavigator” as the most important tool for Organisational Development.<\/p>\n","protected":false},"excerpt":{"rendered":" Organisational Development (OD) is a general term for a planned, systematic and goal-driven shift in the organisational structures and processes as well as the behaviour of the employees of a company. On the one hand, it is supposed to improve the company\u2019s performance while, on the other hand, it supports the development of every single […]<\/p>\n","protected":false},"author":2,"featured_media":10941,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[690,695,698,694,701,691],"tags":[778,780,779],"class_list":["post-12772","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-competence-management","category-culture-of-innovation","category-engagement-2","category-leadership","category-organizational-development","category-strategy-execution","tag-corporate-development","tag-corporate-dynamics-en","tag-organization-design-en"],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n
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