Organizations today are increasingly turning to organizational development initiatives to increase their competitiveness and success in the market. Three common approaches to organizational change are total quality management, downsizing, and reengineering. However, it is essential for organizations to assess the effectiveness of these strategies in order to guarantee that they are achieving their desired outcomes. Organizational performance improvement is a key tool for evaluating the impact of organizational development initiatives.
This approach looks at the influence of an organization's culture on its people and performance, and identifies the cultural levers available to leaders. Research has been conducted on the relationship between total quality management and organizational effectiveness, but there is less evidence on the link between downsizing and organizational effectiveness. Khurana's (1999) study of the global imaging tube manufacturing industry found a connection between quality culture dimensions and organizational effectiveness. Strategic quality management in the fourth era is similar to an approach to organizational effectiveness that involves multiple groups, as it emphasizes the differences in how quality is defined from each group's perspective. Organizational development is not a straightforward process; it requires systematic methods for identifying problems, overcoming barriers, and analyzing results.
One of these strategies for reducing staff is organizational redesign, which may involve some reengineering activity. Interventions in human processes are programs of change related to interpersonal relationships, group dynamics, and organizational dynamics. Many well-known companies have used organizational development to improve their business processes. Cameron and his colleagues found that organizations with an advanced quality culture (i.e., those that have implemented organizational development in HR) have seen changes and improvements in HR processes and structures. Organizations should use these techniques to evaluate the effectiveness of their organizational development initiatives in order to ensure that they are achieving their desired outcomes. By assessing the impact of their strategies on their people and performance, organizations can identify areas for improvement and make necessary changes to guarantee that their initiatives are successful.