Organisational Development Portfolio ___________________________________________________________________

1. Orientation The world of business has been turned upside down and change seems to be avalanching down upon our heads. In an effort to cope with all the external and internal factors organizations are going through significant changes, including transformation, downsizing, rightsizing, reengineering, flattening, and restructuring. In the highly stressful and turbulent environment of the 21st century it is often difficult to create and maintain an organization that motivates, enhances efficiency and delivers peak performance. In order to survive it seems imperative that organizations become learning entities that renews and transforms itself to meet the challenges of tomorrow. 2. Why Organizational Development? Organisational development can be defined as an emerging discipline aimed at improving the effectiveness of organisations and its members by means of systematically planned interventions. A truly effective organisation is one in which both the organisation and the individual can grow and develop. Such an environment can be termed healthy and organizational development is all about creating healthy and effective environments. The following are some of the primary reasons why companies engage in organizational development interventions. 1.To improve competitive positioning. It is about surviving in a highly competitive environment. Organizations realise that they would cease to exist if they do not adapt & deal with the changes 2.To improve performance. Without any interventions performance gradually declines 3.To keep pace with the accelerated rate of innovation 4.To become more flexible to adapt to the changing environment 5.To change their corporate culture 6.To increase productivity 7.To increase responsiveness to clients 8.To increase employee involvement and participation. 9.To increase employee morale 10.To develop new managerial skills and strategies 3. Our Philosophy DCTs organizational development consultancy is based on the following principles: Organizational behaviour/ performance can only be analysed in context of the business environment in which it functions Organizations are in a dynamic state of flux either upward or downward spiral To keep upward momentum needs constant effort Three components needed are intelligence, intent & energy Traits of successful organisations: Fast- more adaptive & responsive to innovation and change Quality conscious a total commitment to quality Employee involvement adding value through human resources Customer oriented creating niche markets (diversity)

High performance organisations do not just occur by change, they are designed. Organisations are designed to get the results that they get The DCT Organizational Development Process Need/Problem Diagnostic Phase Strategise: Action plans, strategies & techniques Implementation: Self-renewal, monitoring & stabilizing Impact assessment Establishing a process of continuous improvement The DCT Organizational Development Model The following sub-systems (parts) of organisational functioning need to be considered: Business environment systems approach Business Strategy Vision, Mission, Goals, Business plan, Ext. Structural design: Formal design & structure of organisation. Usually depicted by the organisational chart and includes division of work and patterns of authority. Organizational Culture: Includes the network of social relationships and behavioural patterns of members, such as norms, roles, communication, values, beliefs, habitual patterns, way of doing, perceiving, general attitude or outlook Technical component: Primary functions, activities and operations to produce the outputs practically what is done by the organization to earn money to survive Managerial component: Directing, coordinating and organising all activities towards the basic mission (business strategy). Important in integrating the different components 4. Consultancy Services DCTs Organization Development portfolio provides a variety of products and services through which organisations can increase their effectiveness and adapt and flourish in the changing business environment. Through our consulting services organisations (1) become aware of the changing environmental forces that they are confronted with, and (2) attain the necessary skills, processes and techniques to successfully deal with these challenges. Specific aspects that can be addressed are as follows SWOT analyses Gap Analyses Goal setting Strategy development Strategic development Structural design Job analyses / profiling Culture audit Culture change Performance appraisal Management & leadership development