Organizational Development

In the book fundamentals of organizational communication writer Maria Elena Mendoza Fung proposes a definition very close to the former: “planning process that encompasses the entire organization looking for efficiency and transformation culture to ensure the competitiveness of the organization and its employees. Sugey Torres reminds us that the Organization Development has become the principal instrument for change in pursuit of achieving greater organizational efficiency, a prerequisite in today’s world, characterized by intense competition nationally and internationally. Thus, the Organizational Development seeks to achieve a planned change of the organization as primarily to the needs, requirements or demands of the organization itself. In this way, attention can focus on the modalities of action of certain groups (and efficiency …), improving human relations in economic and cost (cost-benefit balance), relationships between groups, in the development of the teams in conducting (leading) … That is, almost always on the values, attitudes, relationships and organizational climate. In sum, on people rather than on the objectives, structure and techniques of organization: Organizational Development is concentrated on the human side of business.

Its area of action is crucial, therefore, that which is related to human resources of the institution. The importance given to the Organizational Development from the fact that human resources are crucial to the success or failure of any organization. Consequently, their management is key to business success and overall organizational starting to align the organizational structure (organization), following the efficient conduct of the working groups (teams and leadership) and developing human relationships that can prevent the and resolve conflicts quickly and promptly when it has evidence of its emergence, a Organizational development is a planned for and managed the entire organization from top management to increase the effectiveness and welfare of the organization, through planned interventions in processes of the entity, which applies the knowledge of behavioral science, and is the organizational behavior that lead to organizational culture, as these are perceived by all means share the organization of others.