Creating and maintaining organizational effectiveness, productivity, and profitability is no easy task. It is largely determined by how decision-makers can adjust to and keep all of the organization's interrelated aspects synchronized and on track.....

Changing Organizational Dynamics

Most organizations today exist under conditions of constant change. So much so, that in some cases, the very decisions attributed to an organization's earlier successes may be the same ones now hindering current growth and success. Creating and maintaining organizational effectiveness, productivity, and profitability is no easy task. It is largely determined by how decision-makers can adjust to and keep all of the organization's interrelated aspects synchronized and on track.

Throughout the past 30 years, the field of organizational development has become more and more specialized. As organizational development efforts have increasingly emphasized "single-lane" approaches to organizational change (such as team building, leadership training, and quality initiatives), the temptation for both organizational decision-makers and consultants has been to use "single-lane" methods when "double-lane" change is really needed.

Measuring Organizational Performance

You already know from experience that getting the right information is essential to making the right decisions. Sound business decisions result from having all the facts in-hand. Good research can help you make the right decisions by providing you with the right information - especially when it comes to solving complex problems that affect the future of your company. We're equipped to meet your organizational research needs and to provide you with results quickly.

Employee Surveys

You can identify and investigate key organizational issues:

• What are employees' reactions to their work environment?
• What is the capacity of the organization to "do the job right" the first time?
• How effective are current customer response systems?
• What issues do they face in their jobs?
• How motivated are they to do their best work?
• How well do you measure and evaluate their performance?

Is your organizational mission clear to employees and customers?

Impact Studies

You can assess the impact of training and organizational development efforts:

• What have trainees learned from a seminar?
• What degree of training has been transferred back to the work place that can be demonstrated through measurable on-the-job behavior change?
• What impact has an organizational change effort had on your company's productivity, efficiency, and culture?

Needs Assessments

You can investigate the importance of problems or value of opportunities:

• What steps need to be taken to maintain your competitive edge?
• What on-the-job behaviors can and should be changed?
• Is one training program more worthwhile than another?
• Is there adequate interest in and/or a recognized need for change?

Process Evaluation

You can evaluate how it is going:

• Is your quality assurance program achieving its intended impact?
• How effective is your current quality control system?
• Why is there so much employee turnover in the same departments?
• Why are some projects always behind schedule?