Introduction of OD :Definition, Evolution Values

Organisation Development is a long term effort lead and supported by Top Management, to improve an Organisations Visioning, Empowerment, Learning and Problem Solving Processes, through an Ongoing Collaborative management of Org Culture with special emphasis on the culture of Intact Work Teams and other team configurations , Using the Consultant Facilitator Role and the Theory of Applied Behavioural Science including Action and research …. French and Bell

Other Definitions Organisational development is an organisational process for understanding and improvingAny and all substantive process an organisation may develop for performing any task and pursuing any objectives… a process for improving processes .. That is what OD has basically sought to be for approx 25 yrs… Vaill 1989

OD is a systematic application of Behavioural Science Knowledge to the planned development and reinforcement of Organisational Strategies , structures and processes for improving an organisation’s effectiveness (Cummings and Worley 1993)

EvolutionThe Research Centre for Group Dynamics at MIT , initiated a T group (trg) under Leadership of Kurt Lewin and Others , along with an Observer, for an activity at “New Britain Workshop ” in 1946 . What started with interaction with one or two members of Workshops spread to participation by a very large number within days of commencement

In 1947 , this lead to The National Training Laboratory in Group Development at Gould Academy in Bethelmein . This too was sponsored by MIT

This evolved into number of National Trg Laboratory centers and a programwas offered in 1952 by University of California (UCLA)

In 1952-53 This was practiced in US Naval Ordnance test Station , California .by Robert Tannenbaum

In 1957 IBM and EXXON practiced this.

Those party to and influenced by this phenomenon at this stage includeDouglas Mcgregor – (The Human Side of Enterprise)Herbert Shephard – () Employee Relations manager at EXXON )Robert Blake (war Experiences with Psychological research)Richard Beckham ;- (Had a Career in Theatre)Rensis Likert:- (Survey Research and Feedback system

This involvement furthered the movement in a variety of activities and included• LEARNING Organisation• TOTAL Quality management• Business Process Re-engineering

These formed the basis for Action Research and Evolution of Socio Technical and Socio-Clinical approachesThis further lead to the Formation of the OD Forum of the American Society for Training and Development in seventies.

Assumptions in OD ( Richard Beckham -1969)1.Groups are Key to achieving Change –

The Groups are the basic building Blocks and basic unit of Change are Groups and Not Individuals

2.Collaboration Versus Competition –An always Relevant Change Goal is reduction of inappropriate Competition between parts of the Organisation and development of a more Collaborative Condition

3.Information Guides the Decision and not individual –Decision Making in a healthy organisation is located where the information sources are rather than in a particular Role or Level of Hierarchy

4.Ends are Important than means –Sub Units and Individuals continuously manage their affairs against goals .Controls are interim measurement and not basis of Managerial Strategy

5.People Related Matters , matter most-A goal of healthy organisation is to develop open communication , mutual trust,and confidence between and across levels

6.Democracy in implementing Change is sustainable –People support what they help create.People affected by a change must be allowed active participation and sense of ownership in the planning and conduct of the

change

Values are an integral part of OD. And as seen from the definition have been Contributed by many. Some of these are Warren Bennis Through focussed attention and through the collection and feedback of relevant dataTo relevant people , more choices become available and this leads to better decisionsRobert Tannenbauma.Viewing people as basically goodb.Confirming individuals as Human beings by positive evaluationc.View people as having capability to change as against a fixed indivisuald.Accepting and utilising presence of individual differences.e.Seeing the individual as a whole and not linked to the Job Alonef.Effectively use expressions of feelings.g.Authenticity in behaviour.h.Aligning use of Power for organisation s relevant purpose rather than prestigei.Enhancement in trust.j.Willingness to take risk.k.Seeing Processes as Task Accomplishment means and not as impediment.l.Collaboration Vs Competition

In simple terms while dealing with individuals make two assumptions 1.Individuals have urge to personal growth and development if given support and

provided with conducive environment and challenge2. People possess capability to make greater contribution to the org goals

This calls for doing simple actions like.. ASK, Listen, support , Challenge, Encourage,Take Risk, Allow Failure, Remove obstacles, Provide Autonomy, Give Responsibilities, Set High Standards, and reward success.

Summary of Values •Empower employees to act•Create Openness in communication•Facilitate ownership of process and the outcomes•Promote a culture of Collaboration•Promote Inquiry and continuous learning