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7/29/2019 1.1Introduction to OD
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Organizational development
Organizational development is a deliberate
and systematic process adopted to enhance
the ability of an organization to identify,understand and accept changes and to
benefit from such changes.
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Today's organizations operate in a rapidly changingenvironment. Consequently, one of the most important assets
for an organization is the ability to manage change -- and forpeople to remain healthy and authentic. Consider the followingdefinition of OD:
Organization Development is the attempt to influence themembers of an organization to expand their candidness with
each other about their views of the organization and theirexperience in it, and to take greater responsibility for their ownactions as organization members. The assumption behind ODis that when people pursue both of these objectivessimultaneously, they are likely to discover new ways of workingtogether that they experience as more effective for achievingtheir own and their shared (organizational) goals. And thatwhen this does not happen, such activity helps them tounderstand why and to make meaningful choices about what todo in light of this understanding.-- Neilsen, Becoming an OD Practitioner, Englewood Cliffs,
CA: Prentice-Hall, 1984, pp. 2-3.
Definition of OD
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"Organization development is a system-wide application ofbehavioral science knowledge to the planned development andreinforcement of organizational strategies, structures, andprocesses for improving an organization's effectiveness."-- Cummings and Worley, "Organization Development andChange", Sixth Edition, South-Western Publishing, 1997, p.2.
"Organization Development is a body of knowledge andpractice that enhances organizational performance and
individual development, viewing the organization as a complexsystem of systems that exist within a larger system, each ofwhich has its own attributes and degrees of alignment. ODinterventions in these systems are inclusive methodologies andapproaches to strategic planning, organization design,
leadership development, change management, performancemanagement, coaching, diversity, and work/life balance."-- Matt Minahan, MM & Associates, Silver Spring, Maryland
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Organization Development is a
dynamic values-based approach to
systems change in organizations andcommunities; it strives to build the
capacity to achieve and sustain a new
desired state that benefits the
organization or community and theworld around them.
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Organization Development is an effort
(1) planned,
(2) organization wide, and
(3) managed from the top, to
(4) increase organization effectiveness and
health through
(5) planned interventions in the organizations
processes using behavioral-science knowledge.
(Beckhard,1969)
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CHARACTERISTICS
Focus on culture & processes
Collaboration between leaders and members
in managing culture & processes Teams are important for accomplishing tasks
Focus on human and social side of
organization Participation & involvement
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OD Values
Humanistic
Optimistic
Democratic
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Humanistic values
Proclaim the importance of individual
Respect the whole person
Treat people with respect & dignity
Assume that everyone has intrinsic worth
View all people as having the potential for
growth & development
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Optimistic values
Posit people are basically good .
Progress is possible & desirable in human
affairs . Rationality, reason and goodwill are tools
for making progress.
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Democratic values
Sanctity of individual.
The right of people to be free from arbitrary
misuse of power . Importance of fair and equitable treatment for
all.
Need for justice through the rule of law.
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ACTION RESEARCH MODEL
1. Preliminary diagnosis2. Data gathering from client group
3. Data feedback to client
4. Exploration of data by client5. Action plan by client
6. Action taken by client
7. Evaluation & assessment of results ofaction-with an od practitioner acting as
facilitator all throughout
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Objectives of organizational
development
To improve the ability of the organization to
plan and manage changes.
To identify and allocate the preciousresources of the organization in the most
productive manner.
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Objectives of organizational
development (contd.)
To improve the organizational and individual
efficiency for effective accomplishment of
organizational goals. To achieve improved efficiency in the team-
building process.
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Objectives of organizational
development (contd.)
To develop efficient leadership styles and
better decision-making processes.
To obtain the employees trust, cooperationand commitment.
To restructure the organizational missions,
objectives and tasks in a judicious and well-timed manner continuously.
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Objectives of organizational
development (contd.)
To identify and resolve the potential conflicts
among individuals.
To ensure the long-term growth and healthof the organization.
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Approaches to the study of
organizational development
The approaches to OD are
Data-driven approach
System design approach
Contingency approach
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Data-driven approach
In this method, the data collected about the
environment largely drive the OD process.
The four general forms of data used in this
approach are
Interview data
Focus group data
Organizational survey data
Multiple survey feedback
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System design approach
In this approach, the entire organization is
viewed as a complex system composed of
inter-related and interdependent sub-systems.
These sub-systems are unified by
appropriate designs to achieve the
organizational goals or objectives.
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Contingency approach
In an uncertain situation, the contingency
approach attempts to study the different
possible scenarios in the environment andassess their implications for the organization.
It identifies the ifthen relationship and
proposes changes in the goals, strategies and
direction of the organization, if necessary.
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Contingency approach (contd.)
It helps the organizations in developing plans
and counter-plans continually on the basis of
their understanding of the emergingsituation.
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Types of OD intervention
programmes
Team-building
Survey feedback
Training and development
Leadership development
Process consultation interventions
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Types of OD intervention
programmes (contd.)
Force-field analysis
Third-party peacemaking
Human resource management Total quality management
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Types of OD intervention
programmes (contd.)
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Benefits of OD intervention
programmes
Better interaction among the members
of the organization.
Employees skills enhancement in thechanging environment.
Systematization of the change
management process. Employee evaluation and feedback.
Prevention rather than correction.
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