organizational development
TRANSCRIPT
Organizational development comprises a special set oforganizational change methods. It is a planned,systematic process of organizational change based onbehaviour science research and theory.
Goal of OD:To create adaptive organizations capable oftransforming and reinvesting themselves, so as toremain effective.
Planned change
Comprehensive change
Emphasis upon work groups
Long range change
Participation of a change agent
Emphasis on intervention
Collaborative management
Organizational culture
Action research
Perceptions of organizational problems and relevance of
behaviour science in solving these.
Initial top level involvement.
Participation of work teams, including the formal leader.
Operationalizing of action research model.
An open, educational philosophy about the theory and
technology of OD.
Involvement of personnel and industrial
relations/human resource management people.
Development of internal OD resources and facilitative
skills.
Effective management of the OD processes and
stabilization of changes.
Monitoring the process and the measuring of results.
Organization’smanagerial strategy.
Culture of the organization.
Structure and role in the organization.
Intergroup collaboration.
Motivational levels of employees.
Trust and support among organizational members.
Synergistic solutions to problems.
A data based problem–solving process oforganizational change.
Three essential steps: Gathering information.
Organizing and sharing this information.
Planning and carrying out specific actions to correctidentified problems.
Key characteristics:(i) Based on valid information about functioning of organization.(ii)Employees are provided with the opportunities to make their
own choices regarding problems and their solutions.(iii) Aimed at gaining the employees’ personal commitment to
their choices.
Aim at improving employees’ inter-personal skills.
Widely used techniqueunder this:
Sensitivity or T-Group training
Team building
Confrontation meetings
Grid training
Generally utilize the traditional OD action researchapproach, but focus more directly on productivityimprovement and efficiency.
Employee involvement programsused are:
Quality circles
TQM
Quality of work life programs.
Create work situations that enhance employees’motivation, satisfaction and commitment factors that maycontribute to high levels of organizational performance.
Approach: Work restructuring- job enlargementand job enrichment.
Two hurdles to overcome: Both management and labour must cooperate in designingthe program.
Plans agreed by all concerned parties must be fullyimplemented.
Using action research to enable employees to analyseand change firm’s personnel practices such as hiring,training and performance appraisal to mould theircommitment, motivation and productivity.
Targets of change include firm’s appraisal system,reward system and workforce diversity programs.
Newest addition is the integrated strategicmanagement.
This approach consists of foursteps:
Analyzing current strategy and organization design.
Choosing a desired strategy and organization design.
Designing a strategic change plan.
Implementing a strategic change plan.
It is difficult to measure the number, nature and
magnitude of confounding variables.
Preintervention measures of behaviour are not taken.
Those doing the evaluations of OD programs have a
vested interest in proving success.
A manager must understand what change is, how it
occurs, its consequences, and the factors associated
with successful change in order to cope effectively with
this important but formidable challenge.
Human relationship should exist between change
agent and the change target.
It is necessary that managers themselves change.
The manager should use his/her positional power to enforce
change.
Authority should be used carefully because if overused, it will
eventually become worthless.
A change intervention should be evaluated systematically to
ensure that its goal and objectives are being realized.
In management development OD focuses on the goals,
processes and resources of the total organization not only on an
individual growth.