OD in Waltham Forest Council

  1. Introduction

The aim of this report is fivefold, first to relate the characteristics of Waltham Forest Council, second, to analyse the theory behind current development processes, third, to give examples of successful and unsuccessful interventions, four, to evaluate aspects in Waltham Forest and its environment that either aid or hinder organisational learning and finally to judge to what extent Waltham Forest is developing learning. The methodology used to gather evidence for this report, was to interview both the Head of OD and OD Consultant in Waltham Forest. HR, Audit Commission, Investors in People, Staff survey documents, books, journal was used.

According to (Beckhard 2006) organisation development as an effort planned, organization-wide, managed from the top, to increase organisation effectiveness and health through planned interventions in the organisation's 'processes', using behavioural-science knowledge. Schein et al (2006)

Today’s organisational leaders are experiencing a consciousness shift. Where they sought excellence, they now seek learning - not only to achieve excellence but to stay that way through being flexible, intelligent and responsive. Both private and public sector organisations are finding themselves in this challenging times competing for scarce resources, while trying to maintain and improve the quality of their services. Pedler et al (1997) 

  1. Overview of Waltham Forest

Waltham Forest Council is a Labour led local authority responsible for providing public services and political leadership within the Waltham Forest. It is situated in the northeast of London, with a population of 225,000 and it was formed in 1965. The elected representative comprises of the Mayor, 60 Councillors forming the Cabinet, a Leader chosen from the ranks of councillors. They have the overall responsibility for Council budget and policy framework. It employs over 4000 staff.

Services are provided by three directorates - Adult Social Care, Children and Young People and Environment and Regeneration. Also, there are five corporate directorates - Management board (Chief Executive and the heads of Services), Governance and Law, ICT, HR and Finance.

At the heart of Waltham Forest Core Values actualisation is the Management Standards checklist. This is to ensure managers know what is expected of them in the delivery of Council Service Plans. That is managers should support the Core Values as well as let staff know what they can expect from them.

The Core Values rightly reflect the kind of customer oriented service our local customers have come to expect from us. The list of council Core Values includes, continuous service improvement, putting people first, respecting diversity and acting with integrity and finally ensuring value for money in the provision of services.

  1. OD Interventions
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     3.1 Intergroup and Team building activities

According to (Burke 1992) for organisational development to place in any organisation the need for change towards the actual and perceived problem(s) must be driven by client, the planning and implementation of change must involve client and prescribe solution(s) must lead to change in organisation culture.

Waltham Forest has undergone a period of change over the last few years. About seven years ago the council in conjunction with stakeholders formulated and implemented a Performance Management and Development System. They also, established the Local Strategic Partnership in reaction to the ...

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