desarrollo organizacional - parte 1 - od...

Desarrollo Organizacional - parte 1

Bibliografía:

“Desarrollo Organizacional”

Parte 1

Editado por The Organization Development Institute International, Latinamerica – 2005. Autor: Eric Gaynor Butterfield – RODP

www.theodinstitute.org

Existen diversas razones por la cual especialistas en distintas disciplinas tratan de explicar el desarrollo económico y social de los pueblos, comunidades,países, naciones.

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The Organization Development Institute International, Latinamerica haencontrado evidencia donde se muestra que el desarrollo está ligado a una variableque no ha sido usualmente explorada. No existe un país desarrollado que no hayasido capaz de crear, desarrollar, sostener y hacer crecer sus organizaciones. Volvo(Suecia), Fiat (Italia), Rolls Royce (Inglaterra), Citroen (Francia), Microsoft (USA), Bayer (Alemania), Nokia (Finlandia), Toyota (Japón), Hunday (Astillero -Corea) son organizaciones que han sido exitosas en sus países, y también han sidocapaces de alcanzar el éxito fuera de sus respectivas fronteras.

Y el Desarrollo Organizacional es un compuesto de la capacidad, entendimiento y deseo de movilizar y energizar recursos para las distintas unidadesde análisis que se encuentran dentro de una comunidad: las personas (primeraunidad de análisis), los grupos (segunda unidad de análisis) y la organización (comotercera unidad de análisis).

Existe mucha discusión respecto de la “aplicabilidad” de Desarrollo Organizacional en Latinoamérica, y una de ellas está vinculada con el factor tiempo que serequiere en todos los procesos de aprendizaje. Algunas personas expertos enempresas sostienen que el modelo tradicional prevaleciente dentro de lasorganizaciones en las distintas culturas latinoamericanas, usualmente adopta laforma “burocrática”. Otros sostienen – dentro del extraordinario pensamiento delfilósofo francés Jean Jacques Rousseau – que el aprendizaje es acumulativo y por lo tanto a las empresas en Latinoamérica no les queda más remedio quecumplir – satisfactoriamente – cada una de las fases por las cuales han pasado lasempresas en los países más desarrollados (ver: www.monografias.com ; www.theodinstitute.org).

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http://www.monografias.com/

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El principal magnate de la industria del acero afirmaba “Quítenme todasmis fábricas, quítenme mis negocios, mis medios de transporte y mi dinero, perodéjenme mi organización, y dentro de cuatro años volveré a tenerlo todonuevamente” , dejando bien en claro la importancia de la variable organización.

Así como más arriba hemos mencionado que ”No existe un país desarrollado que no haya sido capaz de crear, desarrollar, sostener y hacer crecer susorganizaciones”, podemos también afirmar que un aspecto que es común a lospaíses menos desarrollados es la “carencia de dichas organizaciones”. Por logeneral estos países relativamente más empobrecidos incluso llegan acaracterizarse por el hecho de que – contando con recursos naturales más grandes,más económicos y de mayor calidad – no llegan a hacer uso favorable de dichos recursos. Sino ¿De qué manera podemos llegar a explicar que en la Argentinay el Uruguay puedan existir empresas exitosas haciendo hamburguesas con unaverdura que no es la típica de esas culturas, con una salsa que jamás había sidoprobada antes dentro de dicha comunidad, y que viene acompañada por una bebidaque tiene “gas y azúcar”? ¿Acaso no se caracteriza tanto la Argentina como el Uruguay por tener excelentes carnes (bife de chorizo y lomo) que puede seracompañada por una ensalada (en lugar de un pepino) y en lugar de la gaseosa“tomar una copa de vino”? ¿Qué habilidades son necesarias para poder crearexitosamente una empresa como McDonald´s o Burger King, y ser incluso exitososen países donde tienen serias desventajas competitivas? El DesarrolloOrganizacional a través de las Ciencias del Comportamiento intenta dar respuesta a estos interrogantes y además de ayudar a los empresarios en Latinoamérica a ser más competitivos a nivel global. Y las ciencias delcomportamiento – en especial la que tiene que ver con el comportamiento humano –es la disciplina más desarrollada al respecto hasta estos momentos. La organizaciónes creada por una persona, tiene a personas como Clientes, sus proveedores sonpersonas, tiene accionistas a quienes se debe recompensar como personas, yquiénes han de crear, generar y hacer la prestación de los servicios y productos de la organización hacia “afuera” son personas (participantes organizacionales).

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Muchos economistas latinoamericanos fieles a su orientación y perspectiva que privilegia el método deductivo, han focalizado en las últimas décadas en lavisión “macro”. Sugerimos que el enfoque inductivo es el que caracteriza al “creadore innovador” en su calidad de empresario generador “entrepeneur” o comointrapeneur. De modo que prestar la atención a las “unidades de análisis menores” – sobre las cuales se fundamenta en gran medida las ciencias del comportamiento – puede resultar ser de sumo interés y de utilidad. No existeempresario exitoso que haya ignorado el comportamiento humano. Y si loseconomistas en Latinoamérica quieren hacer contribuciones importantes se sugiereque tengan en cuenta el número importante de economistas en los Estados Unidosde Norteamérica que han privilegiado a las ciencias del comportamiento, agregandouna perspectiva micro. Para muestra basta citar a Herbert Simon quien ha sidohonrado con un Premio Nóbel de Economía (disciplina macro) cuando superspectiva está fuertemente orientada hacia unidades de análisis menores como es la organización (ver: “Organizations”: James March & Herbert Simon, 1958- Wiley & Sons).

Como aporte a esta orientación que ha probado ser exitosa en los países desarrollados estamos incluyendo algo más de 1.000 (mil) trabajos de expertos (dela letra “A” y hasta la “L”) en la materia que representan importantes contribuciones.Esperamos que usted también como lector y participante, se beneficie de la lectura,el uso y aplicación de los mismos.

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Muchas gracias por compartir.

Eric Gaynor Butterfield – RODP

The Organization Development Institute International, Latinamerica

www.theodinstitute.org

Board Member of The Organization Development Institute – Worldwide (WorldLeader in Organization Development)

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