ORGANIZATIONAL BEHAVIOUR AND & ORGANIZATIONAL DEVELOPMENT CASE STUDY-THE FARM BANK
Preface
As we enter the twenty-first century, the environment in which organizations operate is increasingly turbulent, rocked by forces such as globalization and rapid technological change. Social and demographic forces have dramatically changed the make-up of today's workforce, which is now the most educated and ethnically diverse in history, in addition to having the greatest representation of people. These developments are profoundly affecting the way in which organizations structure themselves, just as they are influencing individuals' attitudes to and expectations of both organizations and work. Organizational behavior is compatible with careers in consulting, human resources, organizational design, and change management. In addition, the field can be effectively combined with other specializations.
Organizational development is the process through which an organization develops the internal capacity to be the most effective it can be in its mission work and to sustain itself over the long term. This definition highlights the explicit connection between organizational development work and the achievement of organizational mission. This connection is the rationale for doing OD work. Organizational Development (O.D.) can help groups and individuals improve various aspects of organizational life necessary for success, including culture, values, systems and behavior. The goal of O.D. is to increase organizational effectiveness and organizational health, through planned interventions in the organization's processes, operations, and behavior. Most often, O.D. Services are requested when an organization (or a unit within an organization) is undergoing a process of change.
More and more organizations today face a dynamic and changing environment. This, in turn, is requiring these organizations to adapt. "Change or die!" is the rallying cry among today's managers worldwide. Exactly, if organizations do not embrace change that will die, the company will go bankrupt.
As we enter the twenty-first century, the environment in which organizations operate is increasingly turbulent, rocked by forces such as globalization and rapid technological change. Social and demographic forces have dramatically changed the make-up of today's workforce, which is now the most educated and ethnically diverse in history, in addition to having the greatest representation of people. These developments are profoundly affecting the way in which organizations structure themselves, just as they are influencing individuals' attitudes to and expectations of both organizations and work. Organizational behavior is compatible with careers in consulting, human resources, organizational design, and change management. In addition, the field can be effectively combined with other specializations.
Organizational development is the process through which an organization develops the internal capacity to be the most effective it can be in its mission work and to sustain itself over the long term. This definition highlights the explicit connection between organizational development work and the achievement of organizational mission. This connection is the rationale for doing OD work. Organizational Development (O.D.) can help groups and individuals improve various aspects of organizational life necessary for success, including culture, values, systems and behavior. The goal of O.D. is to increase organizational effectiveness and organizational health, through planned interventions in the organization's processes, operations, and behavior. Most often, O.D. Services are requested when an organization (or a unit within an organization) is undergoing a process of change.
More and more organizations today face a dynamic and changing environment. This, in turn, is requiring these organizations to adapt. "Change or die!" is the rallying cry among today's managers worldwide. Exactly, if organizations do not embrace change that will die, the company will go bankrupt.