Organization Development


Organization development is a planned, managed, and systematic process. Its objective is to change the system, the culture, and the behavior of an organization in order to improve the organization’s effectiveness.

Organization development deals with organizational aspects of the behavioral sciences and links with human resource development and organizational renewal. Many definitions of organization development mention such objectives as helping members of an organization to interact more effectively. It must always be organization-wide, directed towards more participatory management, must provide for integrating the individual’s goals with the organization’s and must be considered an ongoing process.

Much organizational inefficiency can be traced to individuals who are not interested in the organization they belong to. Conversely, a lot of personal unhappiness can be traced to feeling inadequately integrated into the organization one belongs to. The benefit of organization development lies in reconciling the interests of individuals and of the organization and successfully realizing both.

While organization development will not overcome such deficiencies as outdated technology, inadequate financing or hostile external forces, it will enable organizations to cope more effectively with these negative influences.

Organization development is based on the behavior of organizations, but that both can be modified with proper diagnosis and skilful intervention.

Most organization development agents or consultants tend to view their mission as helping client organizations become more participatory and consensus seeking.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

 

Thinking Like a Beginner


It used to be, the bigger the nerd you were the better the researcher. That’s changed now. Some of the best advice comes from people who know the least about a specific operation.

This isn’t to belittle experience, information, or expertise. But the key to keeping ahead of change is to learn to think like a beginner. With a beginner’s mind you will be more open to what is emerging and better equipped to anticipate change.

The beginner isn’t attached to old ways of doing and seeing things and won’t spend a great deal of time “beating a dead horse” or accumulating sacred cows. Looking at the world with a fresh eye and an open mind , the beginner will see things that the expert will miss.

Thinking like a beginner is a state of curiosity where you see situations anew, not letting old information and the “benefits” of experience cloud your judgment. Experience, after all, took place in the past, and the thinking, strategies, and information that worked in the past are often outdated and obsolete.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Manage for Consistency


Most companies would prefer to grow steadily at a healthy rate rather than doubling in size one year and losing money the next. No one can manage this kind of schizophrenia effectively with any long-term success, and no one should try. Next to profitability, the most important goal a company should strive for is consistency.

If flexibility is the means, then consistency—of performance and growth—is the end. This sounds like something of a contradiction. If one is being flexible how can one be consistent? In fact, not only are they compatible, but a flexible, responsive management virtually guarantees consistency. It is inflexibility that causes erratic behavior. A company goes on for too long adhering to all the old rules and outdated modes of performance. Then one morning someone wakes up, panics, overreacts, and throws out all the rules. That can make people nuts.

To manage consistently you have to behave consistently. Even if people don’t like what you are saying, they still want to know where you are coming from.

Inconsistency in management breeds all sorts of unnecessary anxieties in the people being managed. There are enough legitimate anxieties in business without adding to them by not letting people know where you are coming from.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Policies Stiffling the Operation


If structures create a drag on business momentum, then outdated, outmoded policies create a drag on the business itself. On countless occasions people have run into corporations in which some ridicolously restrictive policy prevented them from doing something they actually wanted to do. Often chairmen of boards, when pressed for the reasons behind some of these policies, shrug their shoulders and confess they wonder out loud why such a policy ever existed in the first place. Policies are day-to-day laws of the corporation. The corporate policies are the most short-sighted precedent policies whereby a company’s desire to protect a minor precedent will result in the loss of a major opportunity. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.