Abstract
The chapter thoroughly investigated various conceptual models for organisational development (OD). The implementation of the theoretical models and organisational development during the COVID-19 crisis would have been covered. The main objective of the book chapter is to equip readers with the knowledge and skills they need to comprehend the various frameworks, models, and concepts for managing organisational development, with a focus on how these concepts were used during the COVID-19-based pandemic. Additionally, the chapter checks on the different changes adapted by various sectors to accommodate sudden changes due to pandemic driven crises.
TopBackground Of Covid-19 Induced Pandemic Causing Organisational Change And Development
The COVID-19-driven epidemic in Wuhan, China, started to spiral out of control in the month of December 2019. From there, it swept across all nations with equal violence, putting an end to daily life. Every country was warned to educate its residents about the precautions needed to fend off the virus. The protective care comprised rules of physical and social isolation as well as numerous cleaning techniques, like hand washing and the use of face shields or masks. It also included social gathering bans, according to Sintema (2020), to stop the spread of this incredibly dangerous and wildly contagious disease. The COVID-19 injected a calamitous transformation into the worldwide platform by producing severe disruptions, disengagement, and a near breakdown of the ongoing business environment. The cautious measures, which also included various social distance-building, protective measures, and cleaning requirements, culminated in a government notification ordering the closure of academic, financial, and other corporate organisations.
Key Terms in this Chapter
Organisational Development: Organizational Development (OD) refers to the process of planning, implementing, and managing change in organizations in order to improve their overall effectiveness and performance. OD is a multidisciplinary field that draws on a variety of theories and practices from areas such as psychology, sociology, and management. The goal of OD is to help organizations improve their efficiency, adaptability, and competitiveness in a rapidly changing environment. This can involve a wide range of interventions, such as team building, leadership development, change management, and cultural transformation. OD practitioners typically work closely with organizational leaders, employees, and stakeholders to identify areas for improvement, develop strategies for change, and monitor progress over time. Successful OD initiatives can result in improved productivity, employee satisfaction, and organizational effectiveness, leading to long-term growth and success.
Organisational Effectiveness: Organizational effectiveness refers to an organization’s ability to achieve its goals and objectives, while maintaining a high level of efficiency and maximizing its resources. It is a measure of how well an organization is using its resources to achieve its mission, vision, and strategic objectives. Organizational effectiveness is often measured through various key performance indicators (KPIs) such as revenue growth, profitability, employee engagement, customer satisfaction, and market share. A highly effective organization is one that can adapt to changing circumstances, innovate, and continuously improve its operations, products, and services. It is also one that has a strong and positive organizational culture, effective leadership, and a clear and compelling vision for the future. Organizational effectiveness is essential for long-term success and sustainability in today’s rapidly changing business environment.
COVID-19: COVID-19 is an infectious respiratory illness caused by the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2). It first emerged in Wuhan, China in December 2019 and has since spread globally, resulting in a pandemic. COVID-19 is primarily spread through respiratory droplets when an infected person talks, coughs, or sneezes, and can also be transmitted by touching a surface contaminated with the virus and then touching the mouth, nose, or eyes. Symptoms of COVID-19 can range from mild to severe and include fever, cough, fatigue, and shortness of breath. Some individuals may also experience loss of taste or smell, body aches, sore throat, and diarrhea. The severity of symptoms can vary widely and some people may not show any symptoms at all. COVID-19 can lead to severe respiratory illness, pneumonia, and in some cases, death, particularly among older adults and those with underlying health conditions. Vaccines and other preventive measures such as social distancing, wearing masks, and hand hygiene are effective ways to reduce the spread of COVID-19.
Work From Home: Work from home refers to the practice of conducting one's job or professional activities remotely, typically from a personal residence or any location outside of a traditional office environment. It allows individuals to perform their job duties using technology and communication tools, eliminating the need for daily commuting, and enabling flexibility in terms of working hours and location.
Deep Intervention: Deep intervention refers to a type of organizational intervention that involves significant and often transformative changes to an organization’s structure, culture, and processes. Deep intervention typically goes beyond surface-level changes and involves a fundamental shift in the way an organization operates. This type of intervention may be necessary in situations where an organization is facing significant challenges such as declining performance, low employee morale, or a need for a major strategic shift. Examples of deep interventions include restructuring an organization’s departments and reporting lines, implementing new technology or systems, overhauling the organization’s culture, and redefining the organization’s mission or purpose. Deep interventions require careful planning and execution, as they can have significant impacts on an organization’s stakeholders, including employees, customers, and shareholders. Successful deep interventions can result in improved organizational effectiveness, increased employee engagement and satisfaction, and long-term growth and success.
Phygital Work Mode: Phygital work mode refers to a hybrid approach that combines physical and digital elements in the way work is conducted. It involves integrating physical and digital environments, tools, and technologies to create a seamless and flexible work experience. In a phygital work mode, employees have the flexibility to work both in physical office spaces and remotely using digital platforms and tools. This approach aims to leverage the benefits of both physical and digital work environments, allowing for increased collaboration, productivity, and work-life balance.
Organisational Adaptation: Organizational Adaptation refers to the ability of an organization to adjust and modify its structures, processes, strategies, and behaviors in response to internal and external changes and challenges. It involves identifying and understanding shifts in the business environment, such as market trends, technological advancements, regulatory changes, or customer preferences, and making appropriate modifications to ensure the organization remains effective, competitive, and sustainable. Organizational adaptation often requires flexibility, innovation, and a willingness to embrace change.