presentationod-1223201299538929-9 - Organization...

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Organization Development Presentation by: Aman Arora Student (PhD - HRM) University Business School, Chandigarh, INDIA [email protected]
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About Organization Development (OD) Relatively new field of study – 50’s & 60’s OD is about how organizations and people function and how to get them function better Start Point – when the leader identifies an undesirable situation and seeks to change it. Focus - Making organizations function better (total system change). Orientation - Action (achieving results through planned activities). No unifying theory – just models of practice OD is an organization improvement strategy OD is an organization improvement strategy
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Poor morale Unclear goals Poor quality Poo r te am pe rformance Intergroup conflict Organization Poorly designed tasks Inappropriate leadership style Interpersonal conflicts Low productivity Poor alignment to organization’s strategy Start Point Inappropriate organization st ructure
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Focus Change – new state of things, different from old state of things Can be viewed as an opportunity or as a threat Change First order change Second order change (making moderate adjustments) (reinvent, reengineer, rewrite) OD consultants are experts in organizational change What needs to be changed and how to go about it
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Orientation Diagnosing Taking Action Re-Diagnosing Taking New Action This process is known as Action Research Change occurs based on the actions taken New knowledge comes from examining the results of the actions. Three ingredients: 1. Participation 2. OD consultant (as collaborator & colearner) 3. Iterative process of diagnosis & action
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Definition(s) of OD Organization Development is an effort (1) planned , (2) organization- wide , and (3) managed from top , to (4) increase organization effectiveness and health through (5) planned interventions in organization’s “processes”, using behavioral-science knowledge. …Beckhard, 1969 Organization Development is a process of planned change – change of an organization’s culture from one which avoids an examination of social processes (especially decision making, planning and communication) to one which institutionalizes and legitimizes this examination. …Burke & Hornstein, 1972 Organization Development is a systematic application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization’s effectiveness. …Cummings & Worley, 1993 Organization development is a planned process of change in an organization’s culture through the utilization of behavioral science technologies, research, and theory. …Burke, 1994
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History of OD Four major stems of OD (1) T-group (2) Survey Feedback Technology (3) Action research (4) Sociotechnical & Socioclinical approaches (1) T-Group (Laboratory Training) – participants learn from their own actions and the group’s evolving dynamics (2) Developing reliable questionnaires, collecting data from personnel, analyzing it for trends, and feeding the results back to everyone for action planning
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