The main purpose of this assignment is to determine the definitions, strategies, approaches and methods of effective organisational development in an organisation.
The chosen organisation is Adient Ltd, a global leader in automobile seating, with a team of 85,000, spread across 238 locations in 34 countries with manufacturing and developing centres, which will integrate these strategies, approaches and methods.
There are many definitions to define organisation development, all of which share common structures despite their diverse meaning.”Organisational development is a process of planned change that focuses on organisation effectiveness and performance.” (Burke and Bradford, 2005)
An alternative interpretation of organisational development is that OD is both a specialised field of social action and an area of scientific requirements.” (Cummings and Worley, 2013).
However, French & Bell (1978) points out ” Organisational development is a long-range effort to improve an organisation’s problem-solving and renewal processes.
While a variety of definitions of the organisational development have been suggested, based on the definitions mentioned, the main propose of organisational development is to improve immunity health of the organisation; adaptation of organisation, problem-solving, long-term strategies that can lead to deal effectively with environmental change.
An alternative viewpoint may suggest that OD contribution leads to commitment. The participation of people in decisions that directly affect them is both a strength and a value of OD. (Rosabeth Moss Kanter,1983).
Moreover, the concern of organisational development is to analyse and find the strength and weaknesses of the business, constantly manage and developing employees through planning strategies, training skills assessments, motivational programmes that will lead to maintaining employee performance.
In this quick-moving world, with technological changes, growing global market and at the same time competitive pressure the organisation’s changes is inevitable. Organisational development is strongly linked with organisation change. The main target of OD is to empower an organization to better react and adapt to industry, market changes and technological developments (CIPD 2016). However, the most important asset for an organisation development and change is their employees.
The fundamental strength of effective organizational development is essentially found in the nature of the attitudes and the appropriate thoughts and feelings generated by an organization’s leadership (Northouse, 2010). A leader’s views thereby play a major role in creating not only his or her personal future but also the future of the organisation within which the leader is involved (Dyer, 2007).
However, Kotter ( Bloisi at al, 2003; Huczynski and Buchanan, 2007) suggest that leader are those who set a direction, adjust people to the vision and motivate them.
The strategy of Adient company is to build a global leader community. They care about the character of employees as much as their qualifications. The methods that this company uses for effective leadership development is communication, collaboration and continuously empowerment of the best people.
Adient organisation create for employees an important play role in helping to improve organisational efficiency, developing the capabilities of their employees in order to improve current and future efficiency and organisational effectiveness (Gary Rees & Ray French,3rd ed. CIPD,2010).
Induction has become one of the important types of organisational training programmes (Klein & Weaver, 2000). Numerous research has shown that many organisations implement different resources of adjusting and introducing employees to their jobs and environment (Wesson & Gogus, 2005). Well-structured induction programme can lead not only to a better reputation of the company but also, can reduce costs, time-saving and lead to better productivity. With the right approaches at the first few months of induction, the organisation can minimise the level of turnover, absenteeism and gain employees motivation, satisfaction and retention (Butler,2008; Wesson and Gogus, 2005).
Although, for the effective organisational development and the Adient company uses 70:20:10 model for Learning and Developing a programme.
The development could be on the individual development plans or as training needs through the company. Being a multinational company, there is a global strategy which gets translated to the regional and local levels and then deployed to ensure following the global one.
Each location develops their own strategy for continuing the organisation development, but overall each employee is setting their own goals with their manager at individual levels and business objectives, then the progression gets reviewed every six months.
The company determines who needs training and why through the performance reviews with the management and through the business requirements (customer specific requirement) are mandatory not most of the people. The company determines this by requesting to each manager the data. Once the data is available, the HR will compile it and create the Training plan which needs to be completed within 12 months.
The company evaluates the performance through audits, performance management tools, evaluation reports and training evaluations at a certain frequency to ensure the training was fruitful.
One of the learning tools of Adient training is Learning by doing or what is called Honey and Mumford theory 1986 „The activists”. This method consists of involving employees in new-experience, opportunities and problem-solving. Moreover, for better effectiveness employees are trained in a role-play exercise to discover the ability to lead a group.