Organisational Development and Design

Introduction

Organisational development is the strengthening of those human processes in organisations which improve the functioning of the organic system so as to achieve its objectives ( (French & Cecil H. Bell, 2005). It serves as the foundation on which all company operations are built on inclusive of the psychology and sociology of the organisation. It therefore defines the organisation culture and can be the basis for an organisation to meet demands in the ever changing working environment (Ingram, 2009).The organisational decisions are important to consider in terms of growth for an organisation and should be structured in a way to allow for growth with as little change to the organisations original structure. McKinseys 7S model is an effective tool for management to make corrective organisational decisions.

McKinsey’s 7S framework is a model that an organisation can use to assess the style, staffing, skills, structure, strategy, shared values and systems of an organisation (Tools, 2013). These seven elements need to be aligned within an organisation. Mckinsyes framework is a tool to identify what needs to be re-aligned or where organisational design and development gaps may lie.The model can be used to understand how the organizational elements are interrelated (Tools, 2013).

Upon an analysis of Nkosi’s Haven and the use of this 7S model I have isolated the specific element of the staffing and skills within the organisation and will be discussing this further.

Staffing and Skills

The element that I have identified as a prevalent gap within Nkosi’s Haven lies within their staffing and employee skills. I have grouped these two elements together as I feel they are largely interrelated. It is said that people are an organisations most important asset. Staffing and skills consists of the people, their backgrounds and their competencies (Ingram, 2009). Who your people are and how the organisation develops them is vital to achieve organisation...