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622-631
-As represented by action research process, OD is a continuous cycle through its phases
from data gathering through evaluation and back to data gathering again.
-Problems also are continuous, thus there is always a need for a change.
-Organizational environments are not static, process of organizational adaptation and
interaction with its environment never ceases.
-through action research process, an organization can respond more effectively to the
ever-changing demands of its environment.
Technology of OD
-

these are the methods used for diagnosing and taking action.
Also defined as the particular procedures, activities and techniques that exist in
the field and is widely accepted as effective tools to cause changes in
organizations

Approaches of OD Technology
-it falls into two general approaches which are diagnostics activities and
intervention approaches
Diagnostic Activities, including process analysis to generate data through interviews,
psychological instruments or opinion surveys

Organizing arrangement interventions, human factor intervention, technology

interventions, and physical setting interventions are all interventional approaches.
Organizing arrangement interventions
-Focuses on altering the formalized coordinating mechanisms of a system.
-activities in this group concentrate on changing the structure, policies, and
procedures, administrative and reward systems, or goal and strategies of the organization.
Open systems planning process
1.) begins by creating a view of current organizational situation also called
as present scenario which lists all expectation placed on the organization by
external environment, internal environment and transactions across internal parts
and external domains
2.)creating a realistic future scenario which assumes what the organization
would look like in the future when nothing is done on its current state/situation.
3.) creating an idealistics future scenario which will attempt to depict what
the management would like the future to be if it had power to change things.
4.)managers will now compare the idealistic future scenario with both
realistic future scenario and the present scenario and identify the broad areas of
agreement, uncertainty, and disagreement. In this particular step, view on what is
worth trying to change, and why, are clarified
5.)the changes that were agreed upon on the fourth step will be
concretized and for the disagreed ones, plans on how to deal with disagreements
are developed.
Human factor intervention
- Focuses on helping members of the organization to enhance themselves, each
other and the ways in which they work together in order to enhance their overall
organization.
-Particularly helpful when there are: new employees, different cultures working
together, many conflicts among members, and ineffective teams.

Team Building
-focuses on developing a work teams ability to function more effectively in
problem solving and decision-making situations.
Team building process:
1.) gathering of information from team members about the teams
functioning.
2.) The information is shared with the members and diagnosis is generated
by all participants
3.) Actions to deal with identified problems are planned
4.) Immediate implementation