What is organization development?
Definition of Organization Development
Organization Development (OD) is the work of facilitating organizational success, by aligning structural, cultural and strategic realities of work to respond to the needs of an ever-evolving business climate. This involves facilitating a deep connection between the best business processes and structures on the one hand, and the people working within the organization on the other. In short, it is to create great organizations!
Organization development as a discipline has evolved in a way that is true to to its heritage. In our OD Practitioners Programme we explore over twenty definitions as part of our mapping of the field. What we say here brings together the common themes, but it isn't a definitive answer and we would love to hear your thoughts in the comments below.
*** By Tom Kenward ***
Source
(Roffev 2016)
Reference
Roffey,P.(2016) Mapping the Field of OD with Roffey Park[Online]. Available at:<https://vimeo.com/165552818 .>. [Accessed on 20th April 2018].
Healthy Impact of Diversity...!
Diversity is defined as Differences or Variation If every One are equal then the Knowledge / Intelligent will be finite there fore the ability to learn & grow will also be restricted.
Each people born with significant of skills so whenever they move with other kind of people the can give to their skills to some one at the same time they can learn some thing from others as well.
Diverse of work place will speaks some mentioned inequality in peoples them selves or others like,
- Races
- Ethnicities
- Age Groups
- Gender
- Religions
- Cultural Beliefs
- Languages
- Values
- Family Background Status
- Physical & Mental Disabilities or Challenge
Advantages of having Diversity in work Place
- Improvement of communication skills
- Knowledge Transfers
- Creativity rises
- Innovation
Significance of Managing Diversity
- Healthy controlled diverse teams out perform homogeneous teams & vice versa.
- Renown in the market & attract best Employees.
- Employee who feel valued & rewarded are more engaged & motivated.
- Greater employee engagements lead to lower revenue rate.
So if the diversity is embraced by the organization will have a greater healthy impacts in their gradual growth but while the time of recruit people Organization has some consideration in Employees who are match with that to achieve their VISION & MISSION.
Characteristics of Workplace Diversity
by Eve Lopez
History
Workplace diversity was first encouraged in the U.S. by the passing of the Equal Pay Act in 1963. This law required equal pay for men and women performing the same job. The Civil Rights Act of 1964 prohibited discrimination based on race, color, religion, sex or national origin. This included making hiring or firing decisions based on these backgrounds. So far, sexual orientation is not one of the federally protected categories under equal rights laws. However, businesses may incorporate sexual orientation consideration when embracing workplace diversity.
Benefits
Diversity has multiple benefits to the workplace. One of the major principles of diversity says that a company that has diverse employees has a greater understanding of the global marketplace.
According to DiversityWorking.com, employers reported that their diverse organizations benefit from a variety of viewpoints, higher productivity and profit due to company cultures that encourage employees to perform to their highest ability.
Employers may also recognize immediate benefits of workplace diversity. Customers who speak different languages or come from overseas may require customer service in their language. In industries such as marketing and advertising, knowing what consumers across different backgrounds want is crucial to success.
Challenges
Miscommunication and lack of understanding is bound to happen in diverse workplaces. Having a policy of diversity and utilizing team-building exercises can help employees learn to communicate and respect each other. Diversity training should be implemented from the top through the bottom of the company hierarchy. Employees are more likely to consider policies fair if those policies can be seen firmly in place at the manager level. Having zero tolerance for harassment and discrimination can help companies avoid costly lawsuits.
Action Steps
First, assess your company's diversity across all departments. It may help objectivity to hire an outside consultant to perform a diversity assessment. Document what things you want to change, and then make a plan to start diversifying your business. Set up reasonable goals for your company; you may want to revisit your company's policy of diversity every quarter or annually. Be aware of the difference between pursuing workplace diversity and affirmative action. Affirmative action, which is the process of considering a person's racial background during the hiring process, has been challenged in the courts. The Supreme Court has generally frowned on workplace quotas. Employers should be careful to avoid "reverse discrimination" during the staffing process. For example, pursuing workplace diversity is not the same as having positions that are only open to women or people of color; this is illegal.
Misconceptions
A common misconception about workplace diversity is that simply having one or two employees of a minority background is enough. Workplace diversity should actually be a significant portion of a company's workforce, across all departments. For example, if your company has no C-level minorities, your company is not practicing diversity. Another misconception is that workplace diversity is only about race. Workplace diversity is much more than just having a group of racially mixed employees; all age groups, education, socioeconomic backgrounds and religions should be represented.
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