The world is constantly changing, which means that we are also changing. What does that mean for the organization we are part of? Change is development, but change for change itself has no purpose. Our approach must always be to find the delicate balance between being duly conservative necessary innovative when planning and implementing development actions. Change can be viewed in many different ways. An important part of it is organizational development, which includes much more than the organization itself.
Our strategy clearly states that in order to reach our goals, our organization needs to develop. The question is what factors do we have to keep in mind when working on organizational development. Here are the most important factors in this work.
Organizational development at the Faculty of Mathematics and Natural Sciences shall:
- Ensure/develop our disciplines as the foundation for the collected set of activities in the organization
- Stimulate interdisciplinary activities and cooperation across our departments and units
- Ensure a comprehensive development and management of our education
- Ensure cost-effective and high-quality utilization of (costly) infrastructure
- Use our established and future centers as a tool for developing cross-unit initiatives
- Facilitate collaboration between employees who perform various tasks in our organization
- Ensure/create effective and balanced support functions, both horizontally and vertically within the organization
- Reduce/remove administrative, operational and cultural barriers
- Take place through open, inclusive and predictable processes
This may be obvious to many of you, but I think this is a good summary of what is important to think about when developing our organization. One example of organizational development is what our Dean of Research Solveig Kristensen is writing about in the newsletter this month.