Professional Documents
Culture Documents
DEFINITION
Another definition of Organization Development is
FEATURES OF OD
1. It applies to changes in strategy, structure, and/or
FEATURES OF OD
4. It involves both creation and reinforcement of
RELEVANCE OF 0D
3 major trends are shaping the changes in
organizations:
1. Globalization changing markets and environment
and the way they function.
2. Information Technology has changed the
traditional way of doing business, how work is
performed, how knowledge is used, etc.
3. Managerial Innovation new organizational forms,
such as networks, strategic alliances, large
corporations, etc. are leading to new methods of
manufacturing goods and providing services.
WHAT OD CAN DO
Helps in bringing change in organization
Helps organizations to assess themselves and their
PLANNED CHANGE
Definition of Change: Change means the new state of
a. Problem identification
b. Consultation with behavioural science
experts
c. Data gathering and preliminary diagnosis
d. Feedback to a key client
e. Joint diagnosis of the problem (with the
management by OD expert)
f. Joint action planning
g. Data gathering after action
PROCESS OF OD
DIAGNOSTIC PROCESS
DIAGNOSTIC MODELS
Open System Model
DIAGNOSING ORGANIZATIONAL
SYSTEMS
Open system can help in diagnosing at the
DIAGNOSING ORGANIZATIONAL
SYSTEMS
II. Design Components (Transformation) which converts
DIAGNOSING ORGANIZATIONAL
SYSTEMS
III. Outputs (i) Organizational performance
DIAGNOSING ORGANIZATIONAL
SYSTEMS
ANALYSIS WITH THE HELP OF ORGANIZATIONAL
SYSTEM
1st step is the organization performing well
2nd Step understand causes by assessing inputs and
strategic orientation
3rd Step evaluate alignments among different parts.
NOTE: how well the Inputs, Design Components,
Outputs - fit together, will determine the performance
of the organization
Design Level.
Group Design is conditioned by technology, structure,
measurement systems, and human resource system and
organization culture.
II. Design Components (transformation) are
a. goal clarity understanding of group goals
b. Task Structure how work is divided
c. Group Composition age, education, experience, skills,
abilities.
d. Team Functioning quality relationship in group
e. Performance performance norms how work is to be
performed and standards of performance
dimensions:
a. Skill variety identifies the degree to which a job requires a
range of activities and abilities to perform the work.
b. Task Identity degree to which a job requires completion of a
relatively whole piece of work.
c. Task Significance job has a significant impact on other
peoples lives.
d. Autonomy freedom in scheduling work and determining
work methods.
e. Feedback provides direct and clear information about the
effectiveness of task performance.
The above 5 Dimensions put together lead to job enrichment
enriched jobs motivate and satisfy employees.
standards.
IV. Fits i. Job design to be congruent with organization
and group design. ii. Job design to fit personal
characteristics of job holders, if they are to perform
effectively and derive satisfaction.
Diagnosis of Individual Level inputs
i. what is the design of the larger organization within which
the individual jobs are embedded
ii. What is the design of the group containing the
individual jobs.
iii. What are the personal characteristics of job holders
information?
a. introduce himself
b. State the purpose what he will do
c. For whom he works establish rapport with those
who would provide the data
d. Confidentiality to be maintained by OD
practitioner
e. Explain how the data provider will be benefitted
f. OD practitioner should be trusted.
DESIGNING INTERVENTIONS
Interventions are planned actions or events or tools to bring
DESIGNING INTERVENTIONS
3. Organizations capacity to manage change
CATEGORIZATION OF
INTERVENTIONS
1. Human Process Interventions coaching, Training
performance appraisal.
2. Develop the objectives of the Training and development
Programme
3. Design the Training and Development Programme
contents, methods, trainer
4. Deliver the training and development programme by
organizing it at suitable date and place.
5. Evaluate the effectiveness of training and development
programme