Today, now more than ever, organizations are faced with the fact that in addition to achieving the bottom line in their mission/vision statements, they must also focus on the direction of the individuals who literally work to live. The old adage that all that needs to be done is to pay higher wages, offer generous benefit packages and allow employees to work, just doesn't cut it when employees are looking for organizational loyalty as well,
The study of Organizational Development came about as a way to react to an ever expanding workforce population and through sensitivity training, socio-technological monitoring, survey implementations, etc. (circa 1940s-1950s), became a way of behavior modification and taking large amounts of data obtained through "group speak", to thereby identify gaps between management and worker populations. The studies of Lewin, (MIT) and other institutions of higher education, became the models for sensitivity training throughout organizations. However, today's workforce is ever-changing and thereby, being reactive is no longer an option.
In the Inc. Magazine article "4 Things Gen-Xers and Boomers Can Learn From Millennials", author Christina Desmarais, addresses how the age gap of individuals could actually be a learning experience for all these groups. This was identified by the success of the company InstaNatural, a beauty brand that has scaled its business model from online sales to in-store growth. The following areas can be applied to the study of organizational developmental study:
*Embrace change-Just the same as scaling business by the use of technology, organizations can take the hint and actually innovate "group speak" by using technology in the beginning of change initiatives. By online surveying, message boards, group input and actually posting successes on organizational initiatives, the goals can be achieved,
*Work smarter, not harder-Multi-tasking is not a "bad word", Organizations must realize that healthy work-life balance is an absolute requirement as technology has caused work to creep into the homes of workers. The question beckons the many employees who spent late nights working on technological devices, but not acknowledged for those after hours commitments. Organizations must multi-task, but also respect the loyalty of worker's after hours contributions.
*Embrace your passions, both professionally and personally-Organizations must embrace individual worker's passions in the workplace. This requires identification of how positions of employees can be improved by embracing a group's outside passions. Examples could be using an employee's passion for healthy fitness with the development of overall organizational wellness planning, thereby improving the organization as a whole.
*Take risks-An organization must move its mountain of institution to accept that things change. What works yesterday will not work tomorrow. Group speak must be an ever-expanding goal of organization, which means taking the risk of knowing that things change.
No risk...No reward...
Enjoy,
TPP
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