| What are the organisational
scenarios in India today? How are we creating enduring
cultures that can retrieve Organisations from chaos and
yet sustain faster growth? How can we develop leaders
who can confront the challenges of tomorrow? How do we
sustain the life energies of 'high performance teams' to
supplement leadership? How to develop global mindsets in
CEOs to appreciate cultural diversity? How do we
inculcate reflective practices in corporate governance?
What organizational stories do we have that encourages
synergy and transparency? What dialogues and
conversations do we hold to create a climate of trust
among all stakeholders? When technological innovation is
deciding the competitive edge and efficiency levels
differentiates operational results, increasing the value
of human capital becomes the primary concern of
Institution builders.The need for a holistic perspective
for organisational growth and development is therefore
the only imperative. |
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| Organization Development
(OD) is a planned strategy to invent systemic
interventions using human processes and flexible
structures to meet the changes demanded by compulsive
growth. Thus OD ensures to bring about an integrated and
holistic approach to managing change. This field was
perfected in the late sixties and seventies in USA and
Europe, but missed the attention and focus from India
Inc. The 'licence raj' and the protection enjoyed by
Companies did not demand dynamism in the market place.
However since the nineties, when the markets opened up,
many of the progressive organisations in India and few
Public sector giants realised the importance of this
field of specialization called OD. |
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