Organisational development and change management: A holistic approach to further development with the involvement of employees
Organisational development (OD)
Organisational development refers to the strategic integration of social aspects in the implementation of targeted changes within an organization. This approach seeks to actively shape the corporate culture and turn those affected into contributors. Understanding the social dynamics that occur in change processes is central to this. Such dynamics are crucial for success, as they directly influence the performance of the organization. Changes that are implemented without considering the employees often result in resistance and do not achieve the desired effects. Resistance can manifest itself through uncertainty, unwillingness to change familiar processes, or existential fears on the part of employees.
Change management
Closely linked to organisational development is change management, which involves comprehensive measures and activities to bring about far-reaching changes in the organization. These measures are usually strategic projects initiated by top management, such as the implementation of a new corporate strategy or an organisational realignment. The success of change management depends largely on how those involved react to the changes and whether they can identify with the new directions.
The emotional reaction of employees to change typically goes through several phases: from shock and denial through resistance to gradual acceptance and support. Change managers must therefore develop effective strategies to manage these emotions. It is recommended to create an early awareness of the urgency of the change, to build a strong leadership coalition, and to communicate clear, comprehensible goals to involve and motivate employees from the outset.
Process-oriented organisational development
A specific approach within OD is process-oriented organisational development. This approach focuses on the (further) development of processes within the organization, which in turn can result in far-reaching changes. The BPM&O model illustrates how process-oriented organisational development encompasses the entire organization as a social system and considers the interactions between strategy, organization, methods, skills, technology, and culture.
Continuous reflection and observation of these reciprocal influences are central to the management of organisational change. Only by understanding and specifically shaping these interactions can change processes be successfully implemented and organisational goals effectively supported.
Summary
Organisational development and change management are decisive elements for the sustainable development of organizations. They not only enable the implementation of changes but also shape them in such a way that they are supported and shared by the employees. Successful organisational development requires a deep understanding of the social structures and cultures within the organization as well as effective communication and leadership during change management. By taking this holistic approach, organizations can ensure that change is both effective and sustainable.
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