Managing Organizational Changes for Overall Efficiency: A Case Study

At work, most problems stem from people feeling unhappy or being unfulfilled .This impediment the ways for overall efficiency and change management necessarily required for improvements in organizational effectiveness. Everyone is responsible for the results of the organization because everyone benefits. The critical elements of Employee ownership are Responsibility, Loyalty, and Initiative. Profile of the ideal Employee is his Attitudes and Behavioural work. His Work Productivity, Human Relations, Personal quality. Work life balance. The Change and managing it at personal level, the very first level of underlying behavioural dimensions, a existential process in human endeavours. The “We” culture. Fundamental Characteristics of good “We” work culture, comprised of an organization and various groups & individuals which constitutes – Group dynamics, Causes-Content- Effect and processes (OCTAPACE). OD Interventions, initiatives for managing the change, most certainly offers ways to address such issues. This includes personal feelings of confidence, fulfilment, sense of purpose, Engagement etc. for overall efficiency. It develops people’s confidence, self-esteem, personal strengths, and crucially a rounded sense of purpose and fulfilment which fundamentally improve attitude, Work life-balance and emotional well-being for sustainable productive work and resolve work-related issues resulting into improving overall efficiency, organizational effectiveness. The paper presents a case Study, describes glimpse of the process of diagnostic survey method and development of appropriate intervention strategy sought for the transition of various elements related to Individuals & Work culture.