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8/8/2019 Meaning of Inter
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Organizational Development and Interventions
Presented by-
PGDM 3rd Sem Students
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Organizational Development
OD can be defined as a technique for bringing changein the entire aspects of the organization so that
change is easily absorbed.
And the planned activities in which client & consultants participate during the course of an organizationdevelopment program are known as OD interventions.
Actually it is an attempt to improve the ´ fitµ between the individual & organization between the organization & its
environment.
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Steps in OD
Diagnosis of the problem. Planning strategy for change.
Implementing the change.
Evaluation.
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OD Intervention Techniques
Behavioral techniques
i. Sensitivity training.
ii. MBO.
iii. Grid OD.
iv. Transactional Analysis.
Non-behavioral techniques
i. Changes in organization structure.
ii. Work design.
iii. Job Enrichment.
Miscellaneous techniques
i. Survey feedback.
ii. Process consultation.
iii. Team building.
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S urvey Feedback
As the title sugges ts the method used b y consultants
is to ´surveyµ th e situation as it curre ntly is and ´feedbackµ his ana lysis to the group. The feedback
information is then discussed and wor ked on by the
team members .
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Survey Feedback has
emerged as an another approach to team development
and involves
Systematic data collection from all levels of theorganization.
Sharing of the information.Interpretation/analysis of data.
Participants plays key role in developing solutions tothe problem.Transfers the ownership of the data from change agent
to participants.
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Transactional AnalysisA method of analyzing and understanding interpersonal
behavior
To understand TA
Ego states, Life position and Analysis of Transactions should beunderstood.
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Contd
Ego States refer to persons way of thinking, feeling and behaving
at any time. There are three kinds of ego states-
Parent ego
Overprotective, references to laws and rules, upright and
reliance on past experiences.
Adult ego
Look at people as equals, worthy and reasonable humanbeings.
Child ego
Creativity, attention seeking, anxiety, temper tantrums.
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L ife positions are based on specific assumptions that
are made early in life. And such philosophies get tied
into your identity, sense of worth and perceptions of other people. And the four categories of life positions
are as shown -
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Transactions are said to occur when a stimulus from a person is being
responded by another person. It actually routes up from ego states .
And d epending on the ego states of the persons involved in the
transactions, there can be following types of transactions-
C omplementary Transactions
C rossed Transactions
Ulterior Transactions
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Sensitivity
Training
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Features of sensitivity training
Psychological technique
Trained leader
Enhancement of trust and
communication
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Process of sensitivity training
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GRID TRAINING
It identifies a range of managementbehavior based on the different waysthat how production/service oriented
and employee oriented states interactwith each other.
The managerial grid focuses on theobservations of behavior in exercises
specifically related to work. Participantsin this training are encouraged and
helped to appraise their own managerialstyle.
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It¶s a combine approach for people and for production which is formulated into a grid.
A 9 by 9 grid is suggested, with degrees of variation, but five positions are given as a
matter of simplicity .
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1,9: Task managementPeople are a commodity, just like machines. A manager'sresponsibility is to plan, direct and control the work of subordinates.
1,1: Impoverished managementEffective production is unobtainable because people are lazy,
apathetic, and indifferent and also sound and maturerelationships are impossible because human nature inevitablyleads to conflict.
9,1: Country club managementProduction is incidental to lack of conflict and good fellowship
9,9: Team management
Production is from integration of task and human requirements. 5,5: Dampened pendulum (middle of the road)
Push for production but not all out giving space and being fair butfirm.
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Team Building
³ Teams are a useful business tool for process and quality improvement, which may lead to higher
customer satisfaction or cost reduction. Many managers recognize the benefits teams may bring but do not properly consider what it takes to get a teamfunctioning in the direction management desires.´
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Reasons for Team Building include
Improving communication
Making the workplace more enjoyable
Motivating a team Getting to know each other
Getting everyone "onto the same page", including goal setting
Teaching the team self-regulation strategies
Helping participants to learn more about themselves (strengths andweaknesses)
Identifying and utilizing the strengths of team members Improving team productivity
Practicing effective collaboration with team members.
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Stage 1. Forming Stage 2. Storming
Stage 3. Norming
Stage 4. Performing
Stage 5. Adjourning
MODEL¶S OF TB
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Thank you