SBenegaL

Category: Organizational Development ವ್ಯವಹಾರಿಕ ಉನ್ನತಿ

  • Organization Theory – 3

    In the last blog, we looked at the importance of an organization. In today’s blog we begin to understand a perspective which could be used to analyze organization – we try to understand an organization as a “system”.
    We could define a system as a set of interacting elements that acquires inputs from the environment, transforms them into output to the external environment. It is also clear that this system would have multiple subsystems – like production, maintenance etc. In fact these sub systems link very well to the earlier blog we have had about business functions.
    When we take an organization in isolation, completely secluded from the surrounding environment, i.e. we consider the organization to be sealed off from the outside, it functions autonomously – we could call it as a closed system approach to understanding an organization. Such an organization is more hypothetical, and we need to include a lot of interactions with the external world – thus an “open system” is a better approach to understand the organization.
    An organization would have to interact with the environment to survive; it has to adapt itself to the changes in the environment. The complexity of analyzing the open system is really enormous, and it is quite easy to understand that the internal systems approach is just a minor part of the larger open system analysis.
    In the next blog, we shall pictorially understand this blog so that it is easier to remember.
    Read in Kannada:

  • Organization Theory – 2

    In the last blog we looked at some of the characteristics of an organization. In today’s blog, we continue understanding the concept of organization further. 
    The concept of organization as we know and understand today is a product of the industrialization era and the phases subsequent, so it’s not very old when compared to the human history. Post these organizations coming into existence, there have been a lot of strengthening on the legal aspects too to ensure that the interest of people is sufficiently taken care of. The forms of organization themselves have modified to suit the varying need.
    Organizations in their present day understanding could be seen as existing for the following purpose:

    • Bringing together resources to achieve desired goals and outcomes
    • Produce goods and services effectively
    • Facilitates Innovation 
    • Use modern manufacturing and information technologies 
    • Adapt to and influence a changing environment
    • Create value for owners, customers and employees
    • Accommodate ongoing challenges of diversity, ethics and the motivation and coordination of employees

    It’s very critical for a manager to understand these points – organizations shape our lives, and well informed managers can shape organization.
    Read in Kannada:

  • Organization Theory – 1


    In the earlier blog,
    we learnt about the objectives of cost accounting and mentioned its relevance
    towards decision making. From today’s blog, we would take a small detour to
    discuss various aspects of organization theory to really set the context for our
    discussion on other topics including finance in the future.

    Before we begin this
    journey into understanding organization theory, it would be apt to look at the
    definition of organization. So this blog focuses on understanding and defining
    the term “organization”.

    Every day, we
    encounter numerous “organization” – the schools, hospitals, Infosys
    etc; all these have some characteristic in common. They are all:
    • Social entities
    • Goal Directed
    • Are designed as
      deliberately structured and coordinated activity systems
    • Are linked to
      external environment


    It is common to see
    that every organization has policies and procedures that help scale up
    operations and grow, however it is people whom we find really driving organizations.
    It is their relationship with one another, their interaction that really
    enables organizations to attain their goals. It is this that organization
    theory deals with.

    We will explore more
    about this as we begin discussing this further.

    Read in Kannada:
    http://somanagement.blogspot.com/2011/10/blog-post_8909.html

  • ವ್ಯವಹಾರಿಕ ಉನ್ನತಿ (ಓರ್ಗನೈಜೆಶ್ನಲ್ ಡೆವಲಪ್ಮೆಂಟ್)

    ವ್ಯವಹಾರಗಳು ಸದಾಕಾಲ ಬದಲಾವಣೆಗಳನ್ನು ಕಾಣುತ್ತಲೇ ಇರುತ್ತವೆ. ಇಂದಿನ ಪರಿಸರ ನಾಳೆ ಇರುವುದೆಂದು ಯಾವುದೇ ಖಾತರಿ ಇಲ್ಲ. ಇಂದಿನ ಅವಿಷ್ಕಾರ ನಾಳೆ ಹಳೆಯದಾಗಬಹುದು, ಇಂದಿನ ಆದಾಯದ ಮೂಲ ನಾಳೆ ಇಲ್ಲದಿರಬಹುದು. ಇಂತಹ ಪರಿವರ್ತನೆಯ ಸಮಯದಲ್ಲಿ ವ್ಯವಹಾರಿಕ ಉನ್ನತಿಯ ಪರಿಣತರ ಕಾರ್ಯ ಮುಖ್ಯವಾಗುತ್ತದೆ.


    ವ್ಯವಹಾರಿಕ ಉನ್ನತಿಯು ತನ್ನ ಮೂಲವನ್ನು ಬಹು ವಿಷಯಗಳಿಂದ ಕಂಡುಕೊಂಡಿದ್ದು; ಅದು ಯಾವುದೇ ವ್ಯವಹಾರವನ್ನು ತನ್ನ ಪೂರ್ಣತೆಯಲ್ಲಿ ನೋಡುತ್ತದೆ. ವ್ಯವಹಾರದಾದ್ಯಂತ ಯಾವುದೇ ಸಕಾರಾತ್ಮಕ ಬದಲಾವಣೆಯನ್ನು ತರಬೇಕಾದಲ್ಲಿ ವ್ಯವಹಾರದ ಎಲ್ಲಾ ಅಂಗಗಳಿಂದಲೂ ಸಹಕಾರ ಬೇಕಾಗುತ್ತದೆ.

    ಇಂತಹ ಪರಿವರ್ತನಾ ಪ್ರಿಯವಾದ ವ್ಯವಹಾರಿಕ ಉನ್ನತಿಯ ಕಾರ್ಯ ಕ್ಷೇತ್ರವನ್ನು ಕೂಲಂಕುಷವಾಗಿ ತಿಳಿಯಬೇಕಾದಲ್ಲಿ ನಾವು ಸಾದಾಕಾಲ ವ್ಯವಹಾರವು ಕಾರ್ಯನಿರ್ವಹಿಸುತ್ತಿರುವ ಪರಿಸರದ ಬಗ್ಗೆಯೂ ಸರಿಯಾಗಿ ತಿಳಿದುಕೊಳ್ಳಬೇಕಾಗುತ್ತದೆ. ಈ ವ್ಯವಹಾರಿಕ ಉನ್ನತಿಯ ಕ್ಷೇತ್ರವನ್ನು ಇನ್ನಷ್ಟು ಸರಿಯಾಗಿ ಮುಂಬರುವ ಅಂಕಣಗಳಲ್ಲಿ ತಿಳಿದುಕೊಳ್ಳೋಣ.

  • Organizational Development

    An organization once set up face the constant challenges of change, managing the change is the best way to prepare to dominate the next wave. Organizations grapple with change to develop into better organizations. Knowingly or unknowingly they undertake the process of organizational development, but it is generally when they face an unexpected change that the significance of Organizational Development consultants and change managers becomes most evident.

    Organizational Development (OD) is generally accompanied with change management. OD has been generally defined as an ongoing, systematic process or implementation that changes an organizational effectively. Similar to Organizational Behavior; OD is both a field of applied behavioral science focused on understanding and managing organizational change as a field of scientific study in inquiry.

    OD considers all the constituents of an organization functioning as a unit. The ultimate goal of OD is to improve the organization as a whole.

    The OD process is generally initiated when there is a gap, or dissatisfaction within the organization – either from the top management or from the employee body. The process involves the organization in its entirety and evidently would rely on the support from top management and all the members at every level in the organization. Without such a commitment the success of the OD intervention wouldn’t be useful.

    In the coming blogs we explore OD and its concepts in a bit more details. Since OD is multi-disciplinary one would need to relate the subject with every other aspect that has a bearing on the business and the organization.