CHAPTER 16: THE FUTURE OF OD

By wanimarzuki156 | Updated: Jan. 4, 2021, 9:41 a.m.

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HELLO,

WEEKLY OD LESSON

WELCOME 
CHAPTER 16
PRESENTED TO YOU
BY:
KBA 243 5B
ALIA NURSYAHIRAH
NUR ALIA ATIRAH
NURUL SYAZWANI 
SITI NUR SALIHAH
THE FUTURE OF  
ORGANIZATION DEVELOPMENT 
3 MAJOR CHALLENGES
ORGANIZATION FACED
INCREASING COMPLEXITY OF CHANGE 
CHANGING WORKFORCE DEMOGRAPHIC 
CHANGING NATURE OF WORK 
1. INCREASING COMPLEXITY OF CHANGE 
Organization need to quickly change to cope with the complex and increasingly global environment. For example, outsourcing has many implications on a system as new processes need to be developed and handed over which leads to complexity. OD consultants need to understand the human dynamics of change and aware towards the social costs and benefits of the organizational challenges.
2. CHANGING WORKFORCE DEMOGRAPHIC 
Slowing population growth rates, an increasing proportion of older workers and a diverse and global workforce are all converging to change the face of the workforce.
CONT'
• The baby boomers are retired and the new workers of the new generation might not have enough experience in replacing them. 
 • When baby boomers retire at traditional retirement age, the business might not operate efficiently. 
• Mentoring and Coaching programs are needed. 
 • Generation X usually been portrayed as lazy and disloyal.
3. CHANGING NATURE OF WORK
Work itself is changing. New term is employee engagement. The best solution for the new era is make the employee happy. Make employee emotionally and cognitively engaged when they know what is expected of them. Give them opportunities to improve and change. Considering the implications of these trends on working conditions and collaboration.
OD AND TECHNOLOGY 
Technology helps OD practitioners to collaborate, coordinate, build relationships and stay connected with employees around the globe. Technology is consider as a new way to engage people in a new collaborative way. OD has been influenced by technological development where many areas involving data gathering such employees survey and employee development need technology to be implemented. For example, 360 feedbacks and distance coaching and mentoring.
CURRENT STATE OF OD 
(STRENGTH, WEAKNESS, OPPORTUNITY)
STREN
GTH

- systematic orientation that practitioners bring adopt 
- ability to assist in managing changes - techniques and processes that is more innovative 
- humanistic value that underlie OD practice
- practitioners are more motivated and optimistic in the field
 - commitment to traditional values such as openness and empowerment
WEAK
NESS
- Different practitioners define and practice OD differently 
- OD practitioners have a tendency to adopt the latest intervention techniques and technologies, without fully considering the impact. This causes a risk to organization as some employees may not know how to function with new technologies. 
- Lack of consistent set of skills and competencies required to be an OD practitioner, and a single certification path does not exist thus not standardized.
OPPORT
UNITIES
- A better understanding on loosely coupled systems, where change is continuous, emergent, improvisational and small scale 
- The development of new techniques and tools to change organizational culture 
- A new understanding of resistance
 - A new way of developing leaders which is less about training programs and more about a set of stages in the development of a leader who can reflect and learn from challenging assignments
OD AND SUSTAINABILITY 
To create sustainable organizations and communities steps taken :
1.Complying with regulations such as recycle and reduce emissions of harmful substance into the atmosphere

2.Help organizations achieve agreement and develop goals to drive sustainable practices throughout organization. For example, imposing paperless system in the company

3.Manage external demands of customers and government regulations and decide how to implement changes to current practices
THANK YOU

CHAPTER 16: THE FUTURE OF OD

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