Corporations are a microcosm of a broader social supra-system from which they extract their inputs (people) and, as such, possess similar attributes as it. They become, therefore, complex living organisms and like all social systems, assume distinct personalities over time. A dominant corporate culture, a system of shared values, beliefs, rules, and institutions adhered to by members of a group, become prevalent. Change in the 21st Century world of work is a constant and, in this economy, it is only adaptive organizations that show significantly better and long-term economic performance. This is especially true with the impending 4IR precipitated by the novel corona virus pandemic. Delayered structures, meant to increase efficiency and adaptability, mergers and acquisitions, downsizing, divestiture, etc., may be some of the strategies explored by senior managerial staff in order to stay relevant. These and many other variables tend to undermine an organization’s established norms, values and core beliefs. A change in the nature of the psychological contract may takes place and is usually substituted by an economic contract.
While the formal aspect organizational life, overt in nature, can be understood and easy to change, our concern lies primarily in the study of covert human interaction within the informal aspect of the organization. This is where organizational core beliefs, expectations, emotions, etc. reside.
Organization Development (OD) is, therefore, an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization’s processes using behavioural science knowledge. This is achieved by unfreezing the frozen mental models, effecting changes and refreezing when desired behavioral standards have been attained.
Action Research remains an appropriate tool we propagate for in interrogating deep-seated behavioural problem in the social system. The result of which yields apt interventions of the following categories that we design peculiarly for client organizational challenges: