Based on the theory of Edgar Schen, emphasizes that organizational development as a process of organizational culture change through the use of technology, behavioral science, research and theory.
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In this way, it must respond to a need that is given to the client, at the same time involving the organizational cultural change.
The important thing is to adapt the changes and the effects within the organizational culture in an external change of the humanistic values. A concern to develop skills in the solution of problems and in the exploration of opportunities for growth.
Because I mention all this, most of the modern and solid organizations are resistant to change and have a hard time coming and living as: Atari, Kodak, Blockbuster, Nokia and Olivetti.
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They were persuaded by capital sins, believed to be externally in the market, excess consumerism, procrastinate, not innovate within global markets, it is wise to emphasize that change implies redefining beliefs, attitudes, values, strategies in such a way that the organization can adapt better to the changes. In the year 2000 a 40-year-old entrepreneur named Reed Hastings (creator of Netflix) decides to approach the CEO of Blockbuster and propose a business to him.
The business was to create a virtual platform for Blockbuster where people could watch the movies online.
Blockbuster paid no attention to the 'preposterous' proposal and Reed Hastings had to think about moving forward without the support of the multi-million dollar company.
This was the beginning of Netflix, which is now worth 28 billion dollars (10 times what Blockbuster cost), Blockbuster went bankrupt in 2010.
Against this we can say that companies that have not adapted to the phenomenon of globalization propelled by networks are doomed to failure.
Blockbuster seemed indestructible. They had 9,000 stores worldwide.
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Kodak filed for Chapter 11 of the US bankruptcy law that allows the restructuring of the liabilities of a company yesterday afternoon. It was after he left without the necessary cash to finance a reorganization.
FACT. Between 2003 and 2010, Kodak generated US $ 3 billion in license revenues from its patent portfolio. In addition to the patent dispute, other factors that influenced the bankruptcy of the company were: the benefits of retired employees, the weakness of the US economy and the maneuvers of vendors to cut their ties with the company.
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The most famous phone of the 21st century - for now - was born on Tuesday, January 9, in 2007. When the Nokia dominated the market with sinuous designs. When managers idolized their Blackberry. When Samsung was still a threat as far from the West as Seoul. The iPhone was a direct descendant of the unrepeatable mind of Steve Jobs. And indirect consequence of the tremendous bump that Apple suffered between 1985 and 1996. Just the period when the founder was exiled from the multinational.
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The global tendencies associated with globalization and the so-called information and knowledge society show demands for transformations and challenges for organizations with a special connotation in educational organizations, by their nature with respect to their permanent formative role before society. In this context, organizations must respond with solidity and relevance, ensuring their social viability.
The organizations are not those that manifest certain behaviors, they are its members in the individual and group plan: they participate, they act in different modalities according to the nature of the same organization. These do not work at random and the success that is achieved is the product of a set of synergies that, conducted in a certain direction, achieve it. Success does not come at random, organizations are social cells that respond to stimuli from the internal and external environment and, according to these, are their products, their behaviors.
Organizations require a leadership, an administration. To start organizational development, in addition to locating the environmental characteristics, it is pertinent to know the human capital it has, its talents in terms of the contributions expected from each of the parties. According to Chiavenato (2009), there are three independent variables that need to be understood in organizations for the achievement of the stated objectives, which are the basis for organizational development: the organizational system, the group level and the individual level.
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Look how important organizational development strategies can help by applying a good organizational culture is defined:
• It is educational and planned.
• The change is in the requirement that the organization wishes to satisfy; goals, growth and efficiency.
• Everything is based on human behavior
• Involves change agents.
• Transfer of human values.
• Thanks to all these elements, it depends on the extent of the feedback received by the participants to help sustain their decisions.
To close I leave a thought made by me in one of my business leadership conference.
'We are illustrious creators of thought where we strive for performance and will but we do not know that happiness takes them inside'.
Author: @chetoblackmetal.