1. Overview on OD
• In 1950’s and 1960’s a new integrated
approach originated which is known as
Organization Development
• OD is a systematic application of
behavioral science knowledge at various
levels to bring a planned change
2. What is OD????
• “OD is a planned process of change in an
organization to improve the effectiveness
of the enterprise. It is designed to solve
problem that adversely affect the
operational efficiency at all levels.”
Koonz et .al
3. What is OD????
• “It is a planned process of change in an
organization ‘s culture through the
utilization of behavioral science
technology, research and theory”
BURKE
4. Important Terms in OD
• ContraCtual relationship
• Sponsoring Organization nor Change agent
know how long change agent help will be
needed.
• Tentative agreement must be their.
• S.O. must know C.A plan, commitment &
responsibility for program
• Change Agent Fee’s will be
5. Change agent
• He is a behavioral scientist
• He know how to get people in an
organization involved in solving their own
problems.
• Main strength is Comprehensive
knowledge of human behavior supported
by no. of intervention techniques.
6. Change agent
• He is not a technical expert skilled in such
functional area as accounting, production,
or finance.
• He can be either external or internal to the
organization
7. Sponsoring organization
• The initiative for OD programs comes from
the organization that has a problem
• This means that top management is
aware that problem exists and has
decided to seek help in solving problem.
8. Sponsoring organization
• This indicates a willingness on the part of
the client organization to accept help and
assures the organization that
management is actively concerned
9. Applied Behavioral Science
• One of the outstanding characteristic of
OD that distinguishes it from most other
improvement programs is that it is based
on “helping relationship”
• Using theory and methods drawn from
such behavioral sciences as
• Industrial /organizational psychology
• Industrial Sociology
• Communication
11. Applied Behavioral Science
• The change agent main functions is to
help the organization define and solve its
own problem
• Basic method used is “Action Research”
12. Systems context
• OD deals with a total system — the organization as a
whole, including its relevant environment — or with a
subsystem or systems — departments or work groups —
in the context of the total system.
• Parts of systems, for example, individuals, cliques,
structures, norms, values, and products are not
considered in isolation; the principle of interdependency,
that is, that change in one part of a system affects the
other parts, is fully recognized.
•
13. Systems context
• Thus, OD interventions focus on the total
culture and cultural processes of
organizations. The focus is also on
groups, since the relevant behavior of
individuals in organizations and groups is
generally a product of group influences
rather than personality
14. Applied Behavioral Science
• The change agent main functions is to
help the organization define and solve its
own problem
• Basic method used is “Action Research”
15. Improved organizational
performance
• The objective of OD is to improve the organization's
capacity to handle its internal and external functioning
and relationships.
• This would include such things as improved
interpersonal and group processes, more effective
communication, enhanced ability to cope with
organizational problems of all kinds, more effective
decision processes, more appropriate leadership style,
improved skill in dealing with destructive conflict, and
higher levels of trust and cooperation among
organizational members..
16. Improved organizational
performance
These objectives stem from a value system based
on an optimistic view of the nature of man — that
man in a supportive environment is capable of
achieving higher levels of development and
accomplishment.
• Essential to organization development and
effectiveness is the scientific method — inquiry, a
rigorous search for causes, experimental testing of
hypotheses, and review of results
17. Objectives of OD
•
To increase cooperation among
employees.
•
To increase employee’s level of
satisfaction and commitment.
18. Objectives of OD
3.To increase the level of inter-personnel
trust among employees.
4. To increase openness of communication
5. To develop more effective work group.
19. Objectives of OD
6.To effectively manage conflict.
7. To improve overall organizational climate
8.To improve the organization’s problem –
solving and self-renewal capabilities
