Thursday, 13 February 2014 00:00
Organisational growth is the key to the sustainability of any organisation. There are many strategies you can use including introducing new products, entering new markets with an intention to increase revenue, acquiring and merging with other companies and developing internal skills.
However, there are certain factors which are critical for organisational growth and itâ€™s imperative that companies pay greater attention in considering these.
An effective leadership can contribute to the organisational growth and success by various strategic implementations and retaining its productive. It is important to have a perfect balance between an employeeâ€™s development needs and the organisationâ€™s strategic goals. An employeeâ€™s professional development should be aligned with organisational vision so that he may contribute potentially towards organisational success.
An organisation which has the right leadership is able to retain performing employees who are self-motivated on contributing to organisational growth. Such organisations treat their employees as assets and a vital part for most of the system. A leadership with a very clear vision has a genuine interest in the growth of the organisation and takes essential decisions concerning the organisational growth and the development of its employees.
An able and performing employee is a greater asset to an organisation and through their personal and professional development; they actively support the organisational development. Organisations should be able to foster new ideas among employees and guide and leads them to achieve strategic goals and implementation of innovative business strategies. It is also important to understand the mindset of its employees and develop their enthusiasm.
Did you know that employees should be made aware of whatâ€™s happening? Employees have a need to believe they are â€śin the loopâ€ť by having as much information as possible on employer plans, goals, news, etc. That way, they feel valued and understand that they are an essential part of the organisation. So, they produce more.
Employees are often feel that their efforts and high performance can only result in them having to do more for the same compensation which de-motivate them. Thereâ€™s no other resource can be compared with motivated work force which steer the organisational growth by improving productivity, customer happiness and financial performance.
The most valuable power for an organisation is the power of knowledge. Expert power is derived from possessing knowledge or expertise in the particular sector. Industry experts are highly valued by organisations when they in a need for problem solving. Not just that, having the power of expertise plays a major role in the reputation of any organisation. Experts are indispensable and they perform critical tasks of the organisation.
Individuals with expert knowledge are highly regarded by other employees and that helps in greatly influencing their decisions. Having expert power promote an image of expertise helps maintain the credibility of the organisation and supports the organisation to act confidently and decisively in an organisational crisis.
Organisational development effectiveness assists the organisations to change and develop their assessment of the organisation. This can best be accomplished by using scientific tools, processes and effective human resources tools. But more than just the tools, nothing beats good working relationships in the workplace.
Organisational effectiveness assists to change and develop organisations and it can be accomplished by using scientific tools, processes and effective human resources tools. it fosters a holistic long term perspective of the organisation. Nowadays, organisations are encouraged to couple profits with the environment sustainability and organisations have become central to corporate survival and success in todayâ€™s economy.
To create an effectiveness plan, the organisation needs to understand previous change initiatives, construct an effective communications system, provide adequate training and support to line managers, employees to deliver the best results. Measuring success also has a direct impact on the organisational effectiveness ensuring whether youâ€™ve met goals and objectives.
Sense of purpose and directionÂ Â Â
Not many organisations are focused on having a culture of purpose that has a positive impact on all stakeholders in everything they do. Having a sense of purpose which helps organisations to increase their financial performance, has a distinct brand and have a strong satisfaction amongst customers. The purpose of the organisation should be unique and should be articulated in a way that it captures the essence of the organisation.
When an organisation work towards a goal, setbacks and roadblocks are inevitable. owHowevhkjndxzbfxzjbnxkxskjhs,mnbcxzk,jzxdkzsjdxHowever, this can be overcome through brainstorming and creative problem solving when driven by a personal and organisational sense of purpose.
[Dr. Nalin Jayasuriya (DBA, California, USA) is a much sought-after business and management consultant. He is also a management trainer of international repute. Dr. Nalin was a visiting lecturer to the Marketing Institute of Singapore, addressed the Indian Chamber of Commerce, Selangor on three occasions, addressed the CEO Forum in Brisbane, Australia and has presented management papers in the USA, UK, Greece, Poland, South Korea, Hong Kong, Philippines, Malaysia, Thailand, Vietnam, Singapore, Indonesia, India, Kenya, Dubai and Pakistan. Dr. Nalin has trained over 5,000 senior managers in over 15 countries since 1988. He has been a consultant to Airport and Aviation Services, Ceylon Electricity Board, SriLankan Airlines, SLTPB â€“ Ministry of Tourism and to several multinational and blue-chip companies in Sri Lanka. He was co-consultant to set up the Public Utilities Commission of Sri Lanka (PUCSL), the first multi-sector regulatory agency in Asia. Dr. Jayasuriya has led consultancy assignments for the World Bank, Asian Development Bank, UNDP, Institute of World Problems (USA) and PricewaterhouseCoopers.]