od presentation.1
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8/8/2019 OD Presentation.1
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INTRODUCTION
TOORGANIZATION
DEVELOPMENT
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Burkes Definition of OD
´OD is a planned process of change in an
organization·s culture through the
utilization of behavioral science ,technology, research, and theory.µ
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Examples of OD1.Team Building with top corporate
management2.Structural changes in organization3.Job enrichment in manufacturing
organization
Study of OD1.Effects of change2.Methods of Organizational Changes3.factors influencing OD success
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Characteristics of OD
1.OD APPLIES - changes in the strategy,structure, and process of entire system.
2.OD is based on -application of OB knowledge &
practice, like leadership, group dynamics, workdesign etc.
3.OD is concerned -with managing plannedchange like technology innovation.
4.OD involves -both the creation and subsequentreinforcement of change.
5.OD is oriented -to improving organizational
effectiveness.
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What is an OD Intervention?
The term Intervention refers to a set of
sequenced, planned actions or eventsintended to help an organization toincrease its effectiveness. Interventionspurposely disrupt the status quo; they
are deliberate attempts to change anorganization or sub-unit toward adifferent and more effective state.
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Relevance of OD1.Globalisation :-Environment in which organizationoperates & function, like New government, new-Leadership, new markets and new countries.
2.IT :- which redefined the traditional businessmodel by changing how work is preferred.
3.Managerial Innovation:-combination ofglobalization and IT trends impact on organizationsuch as strategic alliances, virtual corporations,
networks, reengineering,..etc.
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Organization
Development-A BasicResearch Report
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Understanding ODUnderstanding OD
´́OD is a process by which behaviourial sciencesOD is a process by which behaviourial sciencesknowledge & practices are used to help org toknowledge & practices are used to help org toachieve greater effectiveness, increasedachieve greater effectiveness, increased
productivity & improved product & serviceproductivity & improved product & servicequalityµ.qualityµ.
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Evolution of the OD
Influenced by HRM,SM, Org design & org theory 1950 & 1960 - coherent, based on group dynamics &
human process interaction . eg; T - group, processconsultation & team building
1970- new concept influenced by org theory & humanside of technologyeg- structured change, employee involvement
1980- techniques for reward systems, career planningdevelopment, employee assistance program showed up.
1990s - applied disciplines were used broadly by ODpractitionersOD is expanding continiously in the future.
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Understanding organisation
learning Argyris(1977) defines ´OL is the process ofdetection & correction of errorsµ.
´The individual learning activities in turn are
facilitated or inhibited by an ecologicalsystem of factors that they may be called anOL System
Huber (1991) considers four constructs asintegrally linked to organizational learning:
knowledge acquisition, informationdistribution information interpretation, andorganizational memory
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Understanding learning
organisation Serge (1990) defines the LO as the org
´ in which you can·t learn becauselearning is so insinuated into the fabric
of life.µ
"a group of people continually enhancing
their capacity to create what they wantto createµ
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Manager·s role in Learning
Organisation Serge ² leader role is that of a
designer, teacher & steward who can
build shared vision & challengesprevailing mental models.
Leaders are responsible for learning
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Role of IS in learningorganisation
Huber (1991)- Huber (1991) explicitlyspecifies the role of IS in theLearning Organization as primarily
serving Organizational Memory. IS can serve the other three
processes1. Knowledge Acquisition2. Information Distribution3. Information Interpretation
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Performance Management
Performance management is anintegrated process of defining,
assessing, and reinforcing employeework behaviours and outcomes."
Performance management includespractices and methods for goal setting,
performance appraisal, and rewardsystems
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Values of O.D. Professionals
Quality of life Health, human potential, empowerment, growth and excellence Freedom and responsibility Justice ²
Dignity, integrity, worth and fundamental rights of individuals,organizations, communities, societies, and other human systems; All- win attitudes and cooperation Holistic, systemic view and stakeholder orientation Authenticity and openness in relationship Wide participation in system affairs, confrontation of issues
leading to effective problem solving, and democratic decision- making.
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FUTURE OF ORGANIZATIONAL
DEVELOPMENT
How large a role OD play in the constantly changingorganizational, political, and economic environment
of the future will depend upon a number of interrelated conditions.
Most of the conditions are favorable to OD, Butcountertrends and uncertainties will have to be
addressed.
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LEADERSHIP AND VALUES
For OD to flourish, top management- CEOs, board of directors,
top executives, including the human resource executive and OD
consultants must place high value on strong individual, team,
and organizational performance coupled with people-oriented
values.
OD consultants of the future needs to help management look at
the social forces that might be operating in downsizing
decisions, what the research shows about the consequences,and what alternatives are available.
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KNOWLEDGE ABOUT OD
Top management groups are likely to utilize OD to the extent
that they are aware of and understand the process involved.
Even though the extent of this knowledge is widespread, we
suspect that much of it is constrained by lack of experiential
feel for what the process is like
Workshops sponsored by consultants and consulting firms,laboratory training, books and article, and other related
methods contribute to the information available to managers
and executives.
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OD TRAINING
The quality of OD training in United states
appears to be high if one looks at the curricula
of university programs, the attention paid to the
OD matters in conferences of the OD network,
and other related programs are given equal
concern.
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INTERDISCIPLINARY NATURE OF OD
OD has a highly interdisciplinary, eclectic field.
It has been built from:
Theory, research, and practice in socialpsychology, adult education, community
counseling, general management, social work
and many other fields.
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MERGERS, ACQUISITIONS AND
ALLIANCES As the tempo of business transactions worldwide
increases, the phenomena of acquisitions, mergers,
and alliances will also become more evident.
Such interventions will require a high degree of
interpersonal, political, and cultural skill on the part of
the consultant or consulting team- even more so when
more than one country and/or language is involved.
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12,13 | SERGEY BRIN & LARRY PAGE | CO-FOUNDERS
OF GOOGLE | Co-creators of Google ² now the Web¶s
most-used search engine and so familiar that it¶s become
a verb
14 | GEORGE W. BUSH
43RD US PRESIDENT | He led America¶s response to the
9/11 attacks in 2001 and ordered the invasion of Iraq in
2003 ² enmeshing the US in its longest war since
Vietnam
15 | SAM WALTON
| RETAILING PIONEER | A farm boy from Oklahoma, he
relied on high volume and low markups to build the
world¶s biggest retailer, Wal-Mart
16 | DENG XIAOPING
| CHINESE LEADER | The de facto leader of China from
1978 into the 1990s, he opened the nation to global
markets and economic modernisation
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17 | MICHAEL JORDAN
| BASKETBALL STAR | Arguably the
greatest basketball player and one of therichest sportspersons of all time
18 | HOWARD SCHULTZ
| STARBUCKS ENTREPRENEUR |
Cultivated a chain of coffeehouses that
have influenced daily habits and taste buds
19 | NELSON MANDELA
| ANTI-APARTHEID LEADER | Released in1990 after 27 years in prison, he was the
first elected president of a fully democratic
South Africa
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CONCLUDING COMMENTS
Enormous opportunity and potential exist for the OD
movement in the future.
Organization throughout the world need the unique help
that can be provided by highly interventionists using people-
oriented, action research approaches.
The future of OD is bright, as long as the high-quality, hardwork of the past continues, and providing it does not
become fashionable for top leaders to revert to autocratic
practices in times of high turbulence or crises.
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SENSITIVITY TRAINING
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Procedure Of Sensitivity Training
Unfreezing the old values
Development of new values
Refreezing the new ones
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Objectives Of Sensitivity Training
Increased understanding, insight and self-awareness about
ones own behavior.
Increased understanding and sensitivity about the behavior of others.
Better understanding and awareness of group and inter-group
processes.
Increased diagnostic skills in interpersonal and inter-group
situations.
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New Trends Of Sensitivity Training
Unstructured SensitivityTraining labs
Semi-StructuredLabs Structured
Workshops
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Cummings,T.G & Warley,C.GOrganizational Development &Change.(7th edition,2001).
French,W,Cecil,H.Bell & Jr,Organizational Development,
Prentice Hall Of India Pvt Ltd.
www.managementparadise.com
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