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Organisational Development (O.D)

   

Added on  2020-12-09

19 Pages6003 Words484 Views
ORGANISATIONALDEVELOPMENT

TABLE OF CONTENTS1.0 INTRODUCTION.....................................................................................................................12.0 COMPANY BACKGROUND..................................................................................................13.0 LEADING ROLE IN MANAGING & DELIVERING CHANGE...........................................14.0 THE IMPORTANCE OF LEADERSHIP IN KEY BANKING SECTOR CHANGES...........44.1 GLOBALISATION..........................................................................................................44.2 INTERNATIONALISATION..........................................................................................44.3 STRATEGY.....................................................................................................................44.4 TECHNOLOGICAL INNOVATION..............................................................................45.0 LEADERSHIP STRATEGIES AND CAPABILITIES ...........................................................1How to measure the delivery of an organisational change ....................................................3The role of leadership in strategic organisational change, measurement and management ofKey Performance Indicators (KPI’s)......................................................................................4CONCLUSION ...............................................................................................................................6REFERENCES................................................................................................................................8

1.0 INTRODUCTIONOrganisational development is an objective based on approach to system change withinan organisation. It enables organisations to build and sustain a new desired state for the entireorganisation (Bolden, 2016). Organisational culture is one of the key factor in the success oforganisation and it includes executives, managers and employees. Organisation development canonly be achieved through communication process or supported by the applications of software.Changes are vital for organisational development as it is not possible to achieve the desire goalsby resisting changes in the environment. . This report will identify and analyse the importance inthe process of managing and delivering programmes of change. Further, report will alsodetermine the key leadership capabilities and strength of key business leaders across a range ofsectors. Moreover, report will also discuss various tools for measuring performance of theorganisation as well as to deliver the change effectively. 2.0 COMPANY BACKGROUNDThis present report is context to Barclays Company. It is British multinational investmentbank and financial services organisation. Its headquarters are located in London. Bank wasfounded in 1690. 3.0 LEADING ROLE IN MANAGING & DELIVERING CHANGEAccording to the Punjaisri and Wilson, (2017) leadership is very important for thebusinesses to operate the business successfully and smoothly. Leadership and management arethe crucial for managing as well as delivering programmes of change. When Barclays Companyplaces trust in leadership, employee look to those leaders to direct the upcoming change and it isfact that the success of organisation is depends on the leaders. Without leadership it is not at allpossible to achieve success in the marketplace. However, Hayes, (2018) changes are veryimportant in today's business environment and organisation must have to accept the change to becompetitive in marketplace. The entire management of change is depends on leaders as leadercommunicate, advocate, coach, engage, identify the resistance and take actions accordingly. Ifchanges are not managed it will bring negative result to the Barclays Bank which is not at allgood for there reputation as they have good image in the market. As per the Cameron and Green, (2015) changes are crucial for the organisation but it isimportant to manage it properly. It is the tools, process and techniques to manage the employees1

of the organisation with the purpose of achieving the desired outcomes of the business. Changecan be anywhere, either in the process, system, structure etc. But Smith and Wong, (2016)argued that not all the changes bring positive outcomes for the company, sometimes it hardlybecomes difficult for the organisation to adopt the change sometimes but it creates pressure onthe company as they start losing there competitive position if they do not implement the change. Kotter's 8 step model for change: This is one of the best model that leaders of Barclay Bank adopt for the implementingchanges successfully within organisation. It was introduced by John Kotter's in order to improvethe ability to changes as well as to raise the possibility to achieve success. Leaders of BarclaysBank adopt the changes to avoid the failure. There are 8 steps which are followed by the leadersto implement the required changes. Create a Sense of urgency: As per the Lamé, Jouini and Stal-Le Cardinal, (2017) this is firststep that leaders followed for implementing change is to create urgency among the employees ofBarclays Bank. It is the responsibilities of leaders to make the employees aware for the need forchange. Leaders have to communicate with employed openly and honestly and make themunderstand why they are going for change. Create a Guiding Coalition: According to the Small and et.al., (2016) it is not possible to leadthe entire procedure for change on their own so it is very essential to build coalition so that it canbe directed accordingly. The project team or coalition that Barclay bank is going to build must beensured that they are must be skilled and knowledgeable and should have a range of experienceso that it can maximise their effectiveness. Create Vision for Change: Tang, (2019) said that, before or during introducing any change, it isquite important that leaders should clear the vision to all the employees that what organisation isgoing to achieve in the future. So, in order to make employees satisfied and implement changessuccessfully, leaders must have the best communication skills.Remove Obstacles: All the four above discuss steps are very crucial in implementing changessuccessfully as said by Wentworth, Behson and Kelley, (2018). But it is also very essential tolook over the obstacles which are likely to reduce the possibility of achieving success. 2

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