od presentation.1

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INTRODUCTION

TOORGANIZATION

DEVELOPMENT



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



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



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.



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.



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.



Organization

Development-A BasicResearch Report



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.



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.



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



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



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



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



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



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.



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.



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.



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.



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.



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.



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.



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



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.



SENSITIVITY TRAINING



Procedure Of Sensitivity Training

Unfreezing the old values

Development of new values

Refreezing the new ones



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.



New Trends Of Sensitivity Training

Unstructured SensitivityTraining labs

Semi-StructuredLabs Structured

Workshops



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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