When a number of individuals begin to work at interdependent jobs, they often pass through several stages as they learn to work together as a team. The stages of team development life cycle are forming, storming, norming, performing, and adjourning. This model of team development was first proposed by Bruce Tuckman in 1965, who maintained that these phases are all necessary and inevitable and allow team growth. Though these are not followed rigidly, they do represent a broad pattern that may be observed and predicted in many settings across team’s time together. These stages are the result of a variety of questions and issues that team members face such as “who will be members of the team?” “Who will perform what functions?” “Who will contribute what?” “What rules will be followed?” “How can conflicts among members be resolved?” and so on. These typical stages of team development life cycle are Continue reading
Organizational Development
Organizational Effectiveness Through Adaptive-Coping Cycle
The organization must develop a system through which it can adapt or cope with the environmental requirements; Edgar H Schein has suggested that an organization can do this through the adaptive coping cycle, which consists of various activities that enable an organization to cope with the dynamics of environment. Adaptive-Coping Cycle is a continuous process. There are six stages in the adaptive-coping cycle as follows: Sensing of Change: The first stage is the sensing of change in internal or external environment. Most of the organizations have adaptive sub-system such as marketing research, research and development and other similar devices for effective coping with the environment. Importing the Relevant Information: Organizations must be able to take the relevant information from the environment, which constitutes the input. Changing Conversion Process: The organization takes the inputs from environment for further processing, normally known as conversion process. Stabilizing Internal Changes: The fourth stage of Continue reading
3 Important Domains of Learning
The term learning means changes in our behavior, attitude, knowledge and skills. In other wards we can say that through learning we can feel permanently changes in our self. If we are not feeling any changes in our above skills then it will not be called as learning. The learning is a type of reinforcement, which may learn a change in behavior enduring by strengthening and intensifying certain aspect of an individual behavior. Learning may be described at the process of acquiring the ability to respond adequately to a situation, which may or may not have been previously an countered. The term domains of learning means classification, area and scope of learning. The classification allows the trainer to be better able to organize instruction and thereafter provides better structure and improved clarity. The main aim of domains of learning that the students will be better able to achieve success if Continue reading
Unplanned Organizational Change
Not all the forces for organization change are the results of strategic planning. Indeed organizations often are responsive to unplanned organizational changes — especially those derived from the factors internal to the organization. Two such forces of unplanned organizational change are the changes in the demographic composition of the workforce and performance gaps. Changing Employee Demographics : It is easy to see, even within our own lifetimes, how the composition of the workforce has changed. The percentage of women in the workforce is greater than ever before. More and more women with professional qualifications are joining the organization at the junior and the middle management levels. In addition to these, the workforce is getting older. Many of the old retired employees from government and public sector are joining the private sector, thereby changing the employee demographics. With the opening up of the economy and globalization, the workforce is also continually Continue reading
Top 13 Reasons Why Organizational Change Fails
Now a day’s change in the organisations is really norm because at the moment organisations are facing many factors which are influenced by both the external and internal environment. As we can see that world is changing at very rapid speed so it is very important for any organisation to adapt the changes to survive in this competitive market. It is also very vital for any organisation to fulfill the needs of their customers to sustain in modern world so for that particular reason they have to take some bold steps by implementing the changes in their business models this can be according to the current trend in the market, innovations in technology and customers demands. For the successful business it is very important to make changes because it is a demand of time. Organizational change is the process of transformation. It may be cause success or failure. Change becomes Continue reading
Forces for Organizational Change
Change is inevitable in the life of an individual or organisation. In today’s business world, most of the organisations are facing a dynamic and changing business environment. They should either change or die, there is no third alternative. Organisations that learn and cope with change will thrive and flourish and others who fail to do so will be wiped out. The major forces which make the changes not only desirable but inevitable are technological, economic, political, social, legal, international and labor market environments. Recent surveys of some major organisations around the world have shown that all successful organisations are continuously interacting with the environment and making changes in their structural design or philosophy or policies or strategies as the need be. There are a number of factors both internal and external which affect organisational functioning. Any change in these factors necessitates changes in an organisation. The more important factors are Continue reading