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2012年9月18日星期二
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STUDIES OF INDIAN ORGANIZATIONAL DEVELOPMENT??????????????????????????????????????????????????? ???????????????????????????????????????????AT PRESENT
INTRODUCTION
?In today's change has become an inevitable part of life. Organizational development is a change management strategy which has been in operation science last 40 years so years .it is based in understanding of behavioral science and it is concerned with how people and organization function and how they can be made to function better thought effective use of human and social process. The turbulence facing the modern man and organization is at level that may not have been experienced before in human history. Modern change are more revolutionary than evolutionary as we have understood historical change .the change may be influenced by consumer testes change, competition, arising from new technology, changing culture, process and higher demand for efficiency effectiveness and profitable and sustainability. Change may also arise from government legislation or demographic as age, society and workplace.
??????????????????????????????????????????? ?????????????????????????Significant organizational change occurs, for example, when an organization changes its overall strategy for success, adds or removes a major section or practice, and/or wants to change the very nature by which it operates. It also occurs when an organization evolves through various life cycles, just like people must successfully evolve through life cycles. For organizations to develop, they often must undergo significant change at various points in their development. That's why the topic of organizational change and development has become widespread in communications about business, organizations, leadership and management.
ORGANISATIONAL DEVELOPMENT??
?????????????????????????????????????????????????????????????????????????????? Organization Development (OD) is a planned, organization-wide effort to increase an organization's effectiveness and viability. Warren Bennie, has referred to OD as a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organization so that they can better adapt to new technologies, marketing and challenges, and the dizzying rate of change itself. OD is neither "anything done to better an organization" nor is it "the training function of the organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization's "processes," using behavioral science knowledge as well as organizational reflection system improvement; planning and self-analysis .OD is long term efforts led and supported by the top management, to improve an organization's vision, empowerment, learning and problem solving process through an ongoing collaborative management of an organization's culture with special emphasis on the culture of intact work team and other team configuration utilizing the consultant facilitator role and the theory and technology of applied behavioral science, including action research.?
There are many definitions, which has been given to describe the process none of which is likely to be understood in the context of this paper. Organizational development simple mat be described as a methodology or technique use to effect change in organization or section of this organization with a view of improving the organization effectiveness it has following attributed.
?????? A planned process of change
?????? Apply behavioral science approach
?????? Aims at the change of organization culture
?????? Aims at reinforcement of organization culture
?????? Apply to an entire system of an organization
?????? Target long term institutional activity
?????? A process managed by top
?
DIFFERENT? CHARACTERISTICS OF ORGANISATIONAL???? DEVELOPMENT
? 1. VLAUE OF ORGANIZATION
?
?As we can say that value of any organization is very important for its success, this is we can say like a success engine Stephen robin (1986. p.461) expressed these human value more concisely as follows
?????? The individual should be treated with respect and dignity
?????? The organization climate should be characterized by trust and support
?????? Problem and conflict should be conformed not be avoided
?????? People affected by change should be involved in the implementation
?2. ORGAZINATIONAL DEVELOPMENT APPORACH
??? The distinction between Lewin's and action research model is in the respective nature of action research. Lewin's model is the once only intervention. Buchanan and Huczyniski (1997) give seven steps that are as follows for intervention
?????? Scouting
?????? Entry
?????? Diagnosis
?????? Planning
?????? Action
?????? Establishing and evolution
?????? Termination
3. ORGANIZATIONAL DEVELOPEMANT INTERVENTION
???
The existence of cretin condition is an organization which may be descried the internal environment is some time assumed Those who have been I an organization for too long cease to be conscious of such an environment and probably only new comers notice such condition. Different intervention are used when a need arise to change those condition some of those intervention are as given bellow
?????? Culture Analysis
?????? Process Consultation
?????? Structure change
?????? Team Building
?????? Role Negotiation
???????????? In? general camiseta del borussia dortmund way some others characteristics are as follow
1.????? Focus on culture and process
?2.????? Encourage collaboration between organisational leader and member in managing??? culture apnd process
3.????? focus
4.????? focus primarily on the human and social side of the organisational
5.????? team ao all kinds are particulary important for task accomplishments
EVOLUTION OF ORGANISATIONAL DEVELOPMENT IN INDIA
?In India, O.D. and planned change started in the early 1960s. A group of Indian professionals trained at the National Training Laboratories (NTL) at Bethel, Maine, USA, brought out a good deal of O.D. technology in India. Grid programs were initiated and widely used in the Small Industries Extension Training (SIET) Institute, Hyderabad, State Bank of India and in the Indian Institute of Management (UM) programs in the mid 1960s. Unfortunately these remained isolated efforts and did not take O.D. to its logical conclusions.
In the mid-1970s, O.D. was first introduced in India in Larsen and Toubro as a formal and structured part of the HRD department. It was expected that the change process would get institutionalized and more O.D. specialists would be developed. Unfortunately, this did not happen as the corporate sector in the country has a very protected and secure environment and there were very few compulsions to change. Hence O.D. remained mostly in academic institutions - the forte of a few specialists and largely limited to T-group training and other training based interventions. That it has a slow growth is indicated by the fact that even after 25 years of existence, the Indian Society for Applied Behavioral Science (ISABS), an associate of NTL, produced less than 100 process specialists in the vast country.
There have been several efforts to apply O.D. approach and associated techniques in India but it has not created the desired impact. According to Srinivas (1994), one plausible explanation for this is that O.D. as it has emerged to date is culture specific, that it cannot be simply applied to locations outside the US. The issue of non-transferability of OD technology to cultures such as India has arisen because of the fear or distrust of its techniques of confrontation. The general practitioner or the change agent style of informality and an attitude of openness is also not suited to the Indian context. However, a deeper examination of values embedded in Indian religion and psycho-philosophy suggests that the cultural values are indeed largely supportive of organizational renewal and change. The rich cultural heritage also contains a paradigm of change, based on which new approaches and designs of O.D. interventions may be possible. And such designs are likely to be accepted more readily in the country.
The scenario has changed thanks to an increasing number of applied behavioral scientists and T-group trainers, the HRD movement and establishment of HRD departments, contributions of multinationals in India and the influence of Western education. Professional bodies such as ISABS (Indian Society for Applied Behavioral Sciences), Indian Society for Individual and Social Development (ISISD), Indian Society for Training & Development (ISTD), and the HRD Network, and academic institutions such as the IIMs (Indian Institute of Management) have further facilitated this. In the post liberalization period, every one has been forced to seek change. As a result, the application of O.D. technology has increased.
BROAD CONTEXT FOR ORGANISATIONAL DEVELOPMENT IN INDIA
???????????1.Understanding Organization, leadership, and management
???????????????????????????????????????????????????????????? To really understand organizational change and begin guiding successful change efforts, the change agent should have at least a broad understanding of the context of the change effort. This includes understanding the basic systems and structures in organizations, including their typical terms and roles. This requirement applies to the understanding of leadership and management of the organizations, as well. That is why graduate courses in business often initially include a course or some discussion on organizational theory. This topic includes several links to help you gain this broad understanding. The following links (broadly reviewed in the following order) might be helpful to establish some sense about organizations, and their leadership and management.
??????????? 2. Understanding organizational performance and management
?
?????????????????????????????????????????????????? Organizational change should not be conducted for the sake of change. Organizational change efforts should be geared to improve the performance of organizations and the people in those organizations. Therefore, it's useful to have some understanding of what is meant by "performance" and the various methods to manage performance in organizations
???????? 3. System thinking
??????????????????????????????????????????????? The past few decades have seen an explosion in the number of very useful tools to help change agents to effectively explore, understand and communicate about organizations, as well as to guide successful change in those organizations. Tools from systems theory and systems thinking especially are a major breakthrough. Even if camiseta del borussia dortmund the change agent is not an expert about systems theory and thinking, even a basic understanding can cultivate an entire new way of working. The following link is to many well-organized resources about systems thinking and tools.
?ORGANISATIONAL DEVELOPMENT INTERVENTIONS ARE APPLIED BY INDIAN ORGANISATIONS
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"WHEN SUCCESSFUL TRAINING FAILS:
AND WHAT TO DO ABOUT IT"
Learning & Training Innovations, July, 2005
Why Successful Training Failed
Elizabeth M., Human Resources Director for a mid-sized furniture manufacturer, earnestly shared with me her hopes for developing a skilled cadre of supervisory personnel who would effectively lead their work groups by positive example and, thereby, maximize the contributions to camiseta del borussia dortmund 2011 company profitability. She wanted the front-line Supervisors to be able, through training, to develop, motivate, and inspire their subordinates to be more effective and productive contributors to Company growth and profitability.
She explained that her front-line leadership needed to learn basic leadership skills, and wanted training to address these. I asked her what had been the company's prior experiences with formal training, and she explained that, in 2000, she had contracted a trainer to deliver a series of supervisory development workshops, and that these were successful; that is, they were highly evaluated by workshop participants, and everyone thoroughly enjoyed them. Training was considered a success!
I inquired, "If these workshops were successful, why was she interested in contracting for more of the same training?" Elena replied that, because the company failed to reinforce training, and that follow-up training was needed to reinforce the 2000 training intervention.
On Day 1 of class, I asked participants to briefly review and summarize what they had learned from this prior training, and of those skills learned, which were they using, on-the-job, As an aid to developing participant responses,
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If you have decided to sell or buy a house or any other property, then to ensure that the entire conveyancing process is hassle free and legally correct,
As conveyancing is a big business in the UK, there are numerous companies offering their professional services at very affordable prices. borussia dortmund camiseta The fact is that the legal matters are the most important aspect during the entire process; hence it is essential that you do an extensive research and analysis before you seek services from a particular company. This is important as the firms may vary in their years of experience, their expertise and even their pricing. A lot of times, there are a lot of hidden costs and prices that the buyer or the seller might have to pay later. Hence, it is important to do all the research.
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Almost every business owner aims at having a wonderfully designed website and in fact appoints web designing companies for the same. Despite all these consistent efforts, there are cases when visitors find the website design annoying and run away from the site. Do you want to leave your visitors annoyed? If not, participate actively in the designing process and leave your visitors yearning for more. It is very much likely that no one (not even the best web designers) understands your boca juniors 2011 camiseta audience better than you and thus you should not hesitate in putting forth boca juniors 2011 camiseta your suggestions. Think of possible things that might attract users to visit your site again and again and try to get them included in the final design. Conveying requirements to website design companies is again a critical task and it should be carried out effectively to get a beautiful website.
Once you have figured out what interests your target audience, it is time to delve into some minute designing details that might go unnoticed in most of the cases. One of the factors that might dissuade users from visiting your website is inappropriate font size. The size of the text should be chosen in such a manner that it can be read easily without weakening the design quality. While reading one might think who can be wrong with the choice of font but it has been observed that the choice of font size is not correct in various websites. In some cases, the font size is so big that it degrades the design. And there are also sites in which display text is so small that it is just not possible for a reader to read without using magnifying glass. In all, the matter of concern is to choose a font size that is readable.
Website design companies keep on experimenting with designs and tools and pop up window is a result of this experimentation only. Although there are innumerous websites that don this feature but let us tell you that it tops the list of annoying features in a site. In fact, many visitors would leave the site when pop-up window opens without even reading any other information. So, if you wish to convey information to readers, don't include this popping feature in your website design.
Background music that automatically plays when a website
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People boca juniors nueva camiseta may come and go in a particular company. Others may stay long and loyal even up to the point of retirement while others leave early on or in a couple of years for certain reasons. Such reasons could either be being offered a better paying job someplace else, deciding to pursue further studies, getting bored with the existing job or basically losing the motivation and drive to stay with the current employer.
Employees are motivated to work by several factors. Of course, the financial factor involved is one that you cannot erase from the picture for many if not majority work for the money. But one key factor though that motivates and encourages employees to work and to stay with their current employer is the availability of opportunities for him or her to grow within the company and advance his or her career through training and development.
Different employees may have different view points about the type of training and development opportunities they wish to get. Training and development is not just all about attending external training seminars and classes. Within the company itself training and development can range from promoting hard-working employees to higher responsibility positions or even just rotating employees to different departments to give them the opportunity to learn other skills that could prove to be useful for their career development.
The type of responsibilities that an employee currently has on his or her current job can significantly impact his or her training and development in the company. Expanding his or her current duties with higher level responsibilities, reassigning routine tasks and assigning new ones can train and prepare that employee
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Need for 5S
?? A clean workplace?provides? high productivity
?? A clean workplace has high quality
?? A clean workplace keeps cost down
??? A clean workplace ensures Delivery on time
??? A clean workplace is Safe for people to work
??? A clean workplace is high in morale
First ‘S'- Sort
Meaning: Re-organize
Objective: Sort out items and discard
Points to address:
??? Are there items scattered in your workplace?
??? Are there materials, boxes/container, and papers etc, left in a disorganized way??
Are there? tools, mould, rolls, etc. kept on the floor?
Are all items sorted and placed camiseta boca juniors 2000 in its designated places?
??? Are tools, spares, chemical, camiseta boca juniors 2000 stationary and other items sorted and stored?
Suggestive tips for practice:
Develop a system for doing it.
Train people
Take up a major cleaning exercise to start with.
Use red tag system-calling for attention.
???? Remove unwanted.
Use visuals: Photographs-before and after to show improvement.
??Second ‘S'- SEITON
Meaning: Prepare correctly or organize correctly.
Objective: Organize correctly: look at the best way of storing.
A place for everything and everything in its place.
Points to address:
??? Are passage and storage places clearly indicated / marked?
???? Are commonly used tools and items separated from seldom used?
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CNC Milling
CNC stands for Computer Numerical Control. CNC Milling machine is a kind of common machine tool which is used in machinery industry. It performs certain tasks in machinery industry such as Turning, Milling, Grinding, etc. CNC Milling machines are classified based on the axes in the machine and normal CNC machine has four axes such as Milling Head Z, Table Z, Table Y, and Table X. CNC milling machines are programmed using series of standard commands and these machines are of various sizes and are used based on the purpose and location of usage. Materials matters the speed of cutting machine, because materials such as plastic and wood are the easiest thing to cut when compared to steel. When cutting the steel, we need stronger milling machine.
You can find the best CNC milling machine operators and machined component manufacturers online. And I suggest www.erconmachining.com is the best designers and manufacturers of complete Turnkey Finishing Plant Systems. Ercon Machining are specialized in Precision CNC Machining, Manufacturing Machined components, Conventional machined components, Stainless steel fabrication and General engineering works. Under General engineering, ercon machining is specialized in offering Turning, Milling, Grinding, Laser cutting, Welding and Fabrication. camiseta boca juniors 2008 Ercon machining is specialized in working with range of materials from plastic to exotic steels and also takes care of machine stamping, forging, casting, and moulding. Ercon machining has skilled technicians who can offer the best manufacturing equipment with proper measurement. By means of this CNC milling machine,
The performance of the CNC milling can be evaluated by means of its rigidity. More the rigidity, more preciously it drills and cuts. By means of the CNC milling, the accuracy can be increased when compared to the manual operation and also it reduces the rejection when rigidity increases. This helps to save lots of time and reduce wastages. Normally CNC machine is operated with a computer and hence the final product produced is of exact size, even micro inches can be measured exactly. Find the best CNC machine programmer camiseta boca juniors 2008 to offer final exact machined parts!!
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?Shanmukha Rao. Padala? **Dr. N. V.S. Suryanarayana
?INTRODUCTION:
?The process of observe an organizational internal environment to identify the strengths and weaknesses that may influence the organization's ability to achieve goals. A firm can exploit its opportunities successfully, depending on its corporate strengths. It can be said that the corporate capabilities of the firm become the focal point for its performance and survival. They play a crucial role, both in identifying the strategy and its success. Corporate capabilities go beyond sales, profit and net worth. It is concerned with the state of mind and outlook of the firm. Corporate strategy ultimately means a matching game between environmental opportunities and organizational strengths to gain competitive advantage. Assessment of organization's strengths and weaknesses is also known as Corporate Appraisal. The internal environment of an organization includes forces that operate inside the organization with specific implications for managing organizational performance. Internal environmental factors, unlike external environmental factors come from within. These factors, collectively defined both trouble sports that need strengthening and the core competencies that the firm can build. An organization can better analyze how much activity might and value or contribute significantly to shape an effective strategy by systematically examining its internal environment.
MEANING OF STRENGTHS & WEAKNESSES:
Organizational analysis requires data and information about the internal environment. SWOT analysis refines this information by applying a general framework for understanding and managing the environment under which a company operates. SWOT analysis consists of evaluating a company's internal strengths and weaknesses and its external opportunities and threats. SWOT analysis underscores the basic point that strategy must produce a good fit between a firm's internal capabilities. Organization strengths and weaknesses are a matter of interpretation. Though, no definition may ever be complete, we would define strengths and weaknesses as follows:
Corporate Strengths: A strength is a strong point for the company i.e., something a company is good at doing or characteristic that gives it an important capability. Strength can be a skill, a competence, a valuable organizational resource or competitive capability or achievement that gives that company an advantage. It refers to competitive advantages and other distinct competencies which a company can exert in the market place. The management and performance of
Corporate Weakness: It refers to constraints or obstacles which check movement in certain desired direction, and may also inhibit organization in gaining a distinctive competitive advantage. A weakness is something the company does not have or does poorly or a condition that outs it at a disadvantageous positions. A weakness may or may not make an organization competitively vulnerable on how much it matters in the competition battle.
?
THE CRITERIA FOR DETERMINING STRENGTHS AND WEAKNESSES:
A major problem which must be resolved prior to any analysis of corporate capabilities is the criteria that would determine whether an element under examination is a strength or a weakness.? Four types of criteria have been suggested to classify an element into strength or weakness. These are: i. Historical; ii. Normative; iii. Competitive parity; and iv. Critical Factors for Success.
1. THE HISTORICAL CRITERION
Here, the analyst compares the characteristics under examination with past performances. An improvement over the past performance may be seen as strength, and a decline a weakness. Before, arriving at such conclusion, it is always advisable to check the reliability of the ‘past' in future. In a large number of situations ‘past' may not be valid for future and this would certainly invalidate our assessment or judgment.
2. THE NORMATIVE CRITERION
Here, the basis of judgment is ‘what ought to be' the level of performance to classify a particular element into a strength or a weakness. Thus, based on theory, expert opinion, industry practices or personal opinions, one can develop ‘norms' for evaluation.
3. THE COMPETITIVE PARITY CRITERION
As its basis for judgment, this criterion utilizes the action successful direct competitors or potential competitors. It is based on the premise that a firm must, at the minimum, meet the actions of the competitors. Thus, if the industry practice of providing 60 days credit to the trade is not followed, it may be considered a weakness.
4. THE CRITICAL FACTORS FOR SUCCESS CRITERION
Each business, in some sense, is unique. It requires a set of minimum performance standards and hence capabilities.? This criterion helps to examine the strengths and weakness in the context of meeting the minimum requirements for success.
One criterion is seldom sufficient for a complete evaluation of a firm. Some elements like ‘financial strengths' may be evaluated better on ‘historical' and ‘competition' criteria; and ‘marketing' may be best evaluated on the basis of ‘competition' and ‘critical factors for success criterion.
MEASURING STRENGHS AND WEAKNESSES:
Strengths and weaknesses may exist in varying degrees. Some may view an organisation as very strong which others may consider it not that strong. The same may apply to its weaknesses. This would call for measurement of strengths and weaknesses. There are three measures 1. Attribute Measures, 2. Effectiveness Measures and 3. Efficiency Measures.
1. Attribute Measures
This statement is developed to identify or list a characteristic or quality which an organisation possesses or is expected to possess in the near future. camiseta oficial boca juniors Thus, leaving the analysis only at the ‘attribute statement' level may be incomplete and inadequate. In many situations it may however, be the only alternative to express one's strengths or weaknesses.
2. Effectiveness Measures
In this approach, a characteristic is represented by a statement that identifies a capability of an organisation that will help in the accomplishment of a particular task or objective.
3. The Efficiency Measures
As the word ‘efficiency' suggests, it measures the productivity of an organisation in converting inputs into desired outputs. Apparently efficiency measure is implementable only in quantifiable situation.
The use of three types of the measurements is a function of the degree of specificity possible for a given element or characteristic. Attribute measurement is simply a listing of the capabilities of an organisation; an effectiveness measure relates to the abilities of an organisation to achieve objectives; and an efficiency measure is concerned with the optimum conversion of firm's resources into desired output. The type of measurement a firm would employ will be a function of - the characteristic which is being measured and the level within the organisation which is to utilize the measurement.
?ANALYSIS OF STRENGTHS AND WEAKNESSES:
A comprehensive and objective analysis of strengths and weaknesses may be facilitated by the use of a format or a framework. In this section we will study a few of such formats or frameworks.
The Check List
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Overview
What would the Best Manager in the world look like? Imagine what behaviours and attributes they would demonstrate and possess. Now imagine if that Manager was You.
Let's take a close look at the anatomy of a great Manager and how you can adopt these attributes into your own management style.
Leadership
Provide Strategic Direction. The best Managers always outline the strategic direction for the business. They understand that team members need to relate their individual role to the overall goal of the business.
Demonstrate Leadership. Great Managers demonstrate leadership. They always act and behave as leaders. They take swift, timely and direct action when needed yet still allow silence or inaction to sit when a still mind and patience is called for.
Explain My Priorities. A Manager must specifically and exhaustively outline the most important priorities for each and every team member. This should be done both in writing and verbally. It must nueva camiseta boca juniors 2011 be understood how these relate and align with the overall business strategy.
Give me some Skin in the Game. The art of motivating people includes the ability to give them some skin in the game. Having skin in the game may be via monetary awards such as bonuses, incentive schemes, employee share plans, profit share or equity. If these aren't available, great Managers use other incentives such as promotional opportunities, overseas secondments, celebrations, additional leave and experiences nueva camiseta boca juniors 2011 money can't buy. Let's face it - we all want in on the action if we truly contribute to business success.
Empower Me. The best Managers empower people. We all know individuals that make