Merger and acquisition integration. This intervention describes how OD practitioners can assist two or more organizations to form a new entity. Addressing key strategic, leadership, and cultural issues prior to the legal and financial transaction helps to smooth operational integration. Interventions for transforming organizations include: Culture change. This intervention helps organizations develop cultures (behaviors, values, believes, and norms) appropriate to their strategies and environments. It focuses on developing a strong organization culture to keep organization members pulling in the same direction. Self-designing organizations. This change program helps organizations gain the capacity to alter them fundamentally. It is a highly participative process involving multiple stakeholders in setting strategic directions and designing and implementing appropriate structures and processes. Organizations learn how to design and implement their own strategic changes. This intervention describes two Organization learning and knowledge management. interrelated change processes: Organization Learning (OL), which seeks to enhance an capability to acquire and develop new knowledge, and Knowledge organization’s Management (KM), which focuses on how that knowledge can be organized and used to improve organization performance. These interventions move the organization beyond solving existing problems so as to become capable of continuous improvement.
Merger and acquisition integration. This intervention describes how OD practitioners can assist two or more organizations to form a new entity. Addressing key strategic, leadership, and cultural issues prior to the legal and financial transaction helps to smooth operational integration. Interventions for transforming organizations include: Culture change. This intervention helps organizations develop cultures (behaviors, values, believes, and norms) appropriate to their strategies and environments. It focuses on developing a strong organization culture to keep organization members pulling in the same direction. Self-designing organizations. This change program helps organizations gain the capacity to alter them fundamentally. It is a highly participative process involving multiple stakeholders in setting strategic directions and designing and implementing appropriate structures and processes. Organizations learn how to design and implement their own strategic changes. Organization learning and knowledge management. This intervention describes two interrelated change processes: Organization Learning (OL), which seeks to enhance an organization’s capability to acquire and develop new knowledge, and Knowledge Management (KM), which focuses on how that knowledge can be organized and used to improve organization performance. These interventions move the organization beyond solving existing problems so as to become capable of continuous improvement.