erm final 1 (od)

8/6/2019 ERM Final 1 (OD)

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rganizationrganizationDevelopmentevelopment


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resented byresented byAyesha AslamAyesha Aslam

Faheem AhmadFaheem Ahmad

Javeria SarwarJaveria Sarwar


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What organization development(OD) is:

Relatively new field of study 50s & 60s

OD is about how organizations and people functionand how to get them function better

Start Point when the leader identifies anundesirable 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


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Poor

morale

Unclear

goals

Poorquality

Poor

team

perform

ance

Intergroup conflict

Organizati

on

Developm

Organization

Poorlydesigned

tasks

Inappropriateleadershipstyle

Interpersonal conflicts

Low productivity

Poor alignment to organizations strategy

Start Point

Ina

ppro

priat

eorg

anizatio

nstru

cture


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Focus

,C h a n g e n e w sta te of th in g s d iffe re n t fro m o ld sta te

o f th in g s

C a n b e vie w ed a s a n o p p o rtu n ity o r a s a th re a t

C h a n g e

First o rd e r ch a n g e

S econ d ord er ch an g e

( )making moderate adjustments

( , , )reinvent reengineer rewrite

W h a t n e e d s to b e ch a n g e d a n d h o w to g o a b o u t it


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Lewins Change Model

UnfreezingUnfreezing

ChangingChang

ing

RefreezingRefreezing


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Courtesy National Board of Antiquities, Finland

Continuous Change at Nokia

Nokia hascontinuallyadapted to itschangingenvironment. TheFinnish companybegan as a pulpand paper mill in1865, thenmoved

into rubber, cable wiring, and computer monitors. In the1980s, Nokia executives sensed an emerging market

for wireless communication. Today, Nokia is a world

leader in cellular telephones.


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O rie n ta tio n

D ia g n o sin g

Ta kin g A ctio n

-R eD ia g n o sin g

Ta kin g N e w A ctio n

T h is p ro ce ss is k n o w n a s

Action Research

Change occurs based on the actionstaken

New knowledge comes from examining.the results of the actions

:Three ingredients

.1 Participation2.

.3 ( &OD consultant as collaborator co)learner

4..5 &Interactive process of diagnosis

action


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Organization development(OD) is:

A system wide application and transfer ofbehavioral science knowledge to the

planned development, improvement, andreinforcement of the strategies, structures,and processes that lead to organizationeffectiveness.


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1950 1960 1970 1980 1990 2000 Today

Fiv e S te m s o f O D Pra ctice

Curren

t

Practi

ce

aboratory Training

/ction Research Survey Feedback

ormative Approaches

uality of Work Life

trategicChange


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o d a y 's fu n d a m e n ta ls fo r O D

O rg a n iza tio n Tra n sfo rm a tio n

O rg a n iza tio n a l C u ltu re

Le a rn in g O rg a n iza tio n

To ta l Q u a lity M a n a g e m e n t

V isio n in g a n d Fu tu re S e a rch

B u sin e ss Pro ce ssR e e n g in e e rin g

Q u a lity o f W o rk Life


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/ctio n s In te rve n tio n s o f O D

.ta ken to p ro d u ce d e sire d ch a n g e s

:to th e n e e d fo r O D in te rv e n tio n s

a p ro b le m)o fixit

u n re a lize d o p p o rtu n ity)seize the opportunity

io n a re o u t o f a lig n m e n t )o get things back in sync

o lo n g e r g o o d e n o u g hnn ,actions to build necessary structures processes and culture t


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In te rve n tio ns :M a jo r fa m ilie s o f O D in te rve n tio n s

.1 D ia g n o stic

.2 -Te a m B u ild in g

.3 In te rg ro u p

.4 E d u ca tio n a n d Tra in in g

.5 Structural

.6 Pro ce ss C o n su lta tio n

.7 G rid O rg a n iza tio nD ev e lop m e n t

.8 -T h ird Pa rty Pe a ce M a kin g

.9 C oa ch in g a n d C ou n se lin g.10 Life a n d C a re e r P la n n in g.11 P la n n in g a n d G o a l S e ttin g.12 S tra te g ic M a n a g e m e n t


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:E x a m p le Te a m B u ild in gIn te rve n tio n s

Te a m b u ild in gin te rve n tio n s

In ta ct w o rkteam s

S p e cia lteam s

Diagnostic meetings

Team building focused on goal

, ,setting decision making problem.solving etc

&Building mainitainingeffective interpersonal

relationships

Role analysis techniques for role

&clarification defination

Team building focused on taskaccomplishment

Task allocations

Interunit conflicts

Role negotiation


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OD can makeOD can make

a differencea differenceGood understandingGood understandingProper responseProper response

AdaptabilityAdaptability


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Questions????

erm final 1 (od)

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