WHAT IS ORGANIZATION DEVELOPMENT?

Organizations are like kids, its all about development. If you give them good, strong values, a clear vision of the future, and the view that everything is possible, they will grow up to be like that and . . . vice versa. (Henrietta Zalkind, Down East Partnership for Children) You just have to do it (OD). Its kind of like good grooming. People dont want to know the details, but youve got to look and smell good as you walk out of the house.(Carol Williams, ECO-Action) Organization Development (OD) is the process of improving organizations. The process is carefully planned and implemented to benefit the organization, its employees and its stakeholders. The client organization may be an entire company, public agency, non-profit organization, volunteer group - or a smaller part of a larger organization. The change process supports improvement of the organization or group as a whole. The client and consultant work together to gather data, define issues and determine a suitable course of action. The organization is assessed to create an understanding of the current situation and to identify opportunities for change that will meet business objectives.. "OD is a planned process of developing an organization to be more effective in accomplishing its desired goals." Human Resources Management & Development Handbook

WHY IS ORGANIZATION DEVELOPMENT IMPORTANT?

Profitability Productivity Morale Quality of work life

Are of concern to most organizations because they impact achievement of organization goals. There is an increasing trend to maximize an organization's investment in its employees. Jobs that previously required physical dexterity now require more mental effort. Organizations need to "work smarter" and apply creative ideas.. Today's customers demand continually improving quality, rapid product or service delivery; fast turn-around time on changes, competitive pricing and other features that are best achieved in complex environments by innovative organizational practices. The effective organization must be able to meet today's and tomorrow's challenges. Adaptability and responsiveness are essential to survive and thrive.

WHAT DO ORGANIZATION DEVELOPMENT CONSULTANTS DO?

OD consultants custom tailor established social science theory and methods to organizations seeking to improve profitability, productivity, morale and/or quality of work life. Examples of activities which are facilitated by OD consultants are: Teambuilding Goal Setting Group Facilitation Creative Problem solving Strategic Planning Leadership Development Management Development Career Management Conflict Resolution Developmental Education Interpersonal Communication Human Resources Management Managing Workforce Diversity Organization Restructuring High Involvement Work Teams Technical Training Total Quality Management

OD SERVICES
Organization Development (OD) consultants provide services to improve organization effectiveness and/or individual employee effectiveness. The purposes are to increase productivity, work satisfaction and profit for the client company. The strategies appearing below "Organization" and "Employee" Effectiveness are defined to help you become an informed user of OD consultant services.

ABOUT PEPSICO
Pepsi (stylized in lowercase as pepsi, formerly stylized in uppercase as PEPSI) is a carbonated soft drink that is produced and manufactured by PepsiCo. Created and developed in 1898 and introduced as "Brad's Drink", it was later renamed as PepsiCola on June 16, 1903.

PepsiCos Leadership Development Approach Includes CareerGrowth and Talent-Management Models

According to a recent study by Robert Fulmer and Jared Bleak Leadership is the essential element in the success of any strategic change effort. They found that successful organizations built a strong link between business strategy and leadership-development strategy.

The link between business strategy and leadership-development strategy is part of the philosophy of the organization that permeates all organizational levels and is applicable to all employees. In this way, an organization can keep the leadership-development strategy relevant to each business unit and to the overall business strategy in general. For example: PepsiCos leadership-development strategy is grounded in the belief that strong leaders are needed to be successful in the marketplace. This belief is fundamental to PepsiCos two-pronged HR approach, which includes a career-growth model and a talent-management model for leadership development. This two pronged approach aligns with corporate strategic initiatives, which in turn link with the organizations sustainable competitive advantage. Using senior executive to teach emerging leaders is an effective two-way street where both benefit. One of the surprising findings of this project was: The degree to which senior executives practice the concept of leading by teaching. At PepsiCo, Paul Russell, vice president of executive learning & development, speaks of the magic of leaders developing leaders. According to Russell, the missing adult-learning principle is that people learn best when they get to learn from someone they really want to learn from. Russell notes that at PepsiCo, the teachers our executives want to learn from are our own senior leaders. They are world class, widely respected, and have proven that they can do it here!

At PepsiCo, senior executives are asked to share their personal perspectives, as well as build participant confidence and skills while demonstrating support for their growth. Of equal importance, senior leaders elicit greater teamwork from participants and get to know key young leaders while developing more loyalty, motivation, and productivity among employees and creating greater alignment around vision and key strategic initiatives. PepsiCo leaders are encouraged to think of learning as an important arrow in their quiver for helping to drive change.

NEW PRODUCT DEVELOPMENT AT PEPSICO We want to develop new products that transform the categories we are and create demand for new healthier products.
Our existing product portfolio is well placed to deliver both financial growth for the business and make a positive contribution to public health. But the scale of our ambition requires us to develop new products that transform the categories we are already in, and create new demand for healthier products throughout the day. This ambition will require collaboration with others to make new healthier options appealing and attractive to consumers. As an example, in June this year, we announced a two-year partnership with world leading restaurant El Bulli in Spain. The partnership will allow our own R&D teams to work with El Bulli founder Ferran Adria to explore how this unique approach to creating new tastes can help deliver new innovations in every-day food.

Indra Nooyi meets Ferran Adri at the El Bulli restaurant

Walkers Baked, which is 70% lower in fat than our core brand, and Sunbites, which delivers 16g of wholegrain per portion, launched in 2006 and 2007 respectively, are both established parts of the Walkers portfolio. We are putting significant investment in marketing Sunbites in 2011 to grow the brand (see Marketing and accessibility). Currently 9% of our savoury snacks portfolio is baked or includes positive nutrition. This is down slightly from 10% in 2008 as, while we have grown the sales of these

products, sales of the whole portfolio grew at a higher rate so the proportion which is baked or includes positive nutrition has reduced slightly. We expect to make good progress towards our target of 50% savoury snacks being baked or including positive nutrition by 2015 in the coming years.

We are extending the reach of our Tropicana fruit juice brand through new flavours including a lemonade which is 100% fruit juice, sweetened by apple juice and containing no added sugar. In 2010, we also launched a gazpacho, Alvalle, already popular in Spain, as a healthier lunch time option.