Reviewer in OD

DOBBS - he suggests that there are four prerequisites of empowering people

FORCE FIELD ANALYSIS - the process of identifying the number and strength of driving and restraining force
TASK IDENTITY - it is the degree to which the job requires utilization of variety of skills, abilities and talent of an
individual doing the job
UPHOLDER-MAINTANERS- individuals who act as gatekeepers and fight the external battles
SINGLE LOOP LEARNING - involves organizations capacity to achieve known objectives
TEAM BUILDING - is frequently used for any group, especially to get them to work together and to motivate them
COGNITIVE the first phase of learning wherein members of the organization are exposed to new ideas and insights
BUDDY SYSTEM - forming a pair of two individuals who discuss their ideas with each other, each pair then reports
back to the total group
PAUL HERSEY - suggested guidelines for implanting force field analysis
T-GROUP - an unstructured small group exercising in which participants learn from their own experience
SKILL VARIETY - it denotes the degree to which a job requires utilization of variety of skills, abilities and talent of
an individual doing the job
Dayal & Thomas - de described the role profile
ASSESSOR-DEVELOPER individuals who analyze the decision options
GRAVIN - he define the learning organization as an organization skilled to reflect each knowledge and insights
LARSO n & LAFASTO found eight characteristics of high performing teams
SENGE - who popularized the term learning organization
EMPOWERMENT - involving people from all levels of responsibility in decision making
EXPLORER-PROMOTERS those who champion and applaud the intended ideas
COACHING - is generally carried out by immediate superior online and is related to job performance
SELF MANAGE TEAMS are formally designated by management and can be made up of employees from all levels
QUALITY WORK LIFE - refers to high level of satisfaction an employee enjoys by virtue o f job design in the org.
COMMITTEES composed of groups made up of member from across department lines
HARRISON states that a major aspect of selecting appropriate interventions is a matter of depth of interventions
ROBERT QUINN - found two vastly different views of empowerment
JOB ENRICHMENT - refers to the technique of job design in which variety of skills is required to be possessed by
the individual
CONSULTANT is basically a free lancer and generally in searrch of an assignment
FORMAL GROUP- is composed of a leader and subordinates who are directly working under him
EMPATHY - it involves understanding of feelings and emotions and thoughts
SYSTEMS THINKING - imply that the organization recognizes the shared vision of employees of the organization
LINKAGE it refers to the degree of collaboration between the change agent and the client
AGRYRIS - suggests for the client to have free informed choice
BENCHMARKING- refers to investigating and learning from the best industry practices after careful study of ones
practices and performances
DRIVING FORCES are those affecting a situation that are pushing in a particular direction
ENERGY refers to the amount of efforts spent in implementing the change programme
CONCLUDER-PRODUCERS - persons who provide directions for and follow up on activities
KURT LEWIN developed the force field analysis
TEAMS- are composed of two or more than two people assigned to perform a well defined job
OPENNESS refers to the conceptual environment that is favourable for both the parties
Characterestics of high performing teams Factors to consider as change agents
a clear elevating goal - outside pressure
a result driven structure - internal organizational development
competent team member - individual change
unified commitment - changes from central management
collaborative climate
standards of excellence
external support
lleadership
bonus

Learning Disciplies Attribute of learning organization

develop personalmastery - openness
use mental models - systems thinking
build a shared vision -creativity
understand the power of team learning -personal efficacy
use systems thinking -impartiality
Stages in application of process consultation Purpose of having teams
agenda setting - to make recommendations on specific issues
feedback and observation -to conduct the affairs of the organization
 coaching/counselling - to carryout day to day operations
structural suggestion