OD 1st chapter

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1st handout of OD

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OD 1st chapter

  1. 1. Organization Development and ChangeThomas G. CummingsChristopher G. WorleyChapter One:Introduction toOrganization Development
  2. 2. Cummings & Worley, 8e(c)2005 Thomson/South-Western1-2Learning Objectivesfor Chapter One• To provide a definition of OrganizationDevelopment (OD)• To distinguish OD and planned changefrom other forms of organization change• To describe the historical development ofOD• To provide an outline of the book
  3. 3. Cummings & Worley, 8e(c)2005 Thomson/South-Western1-3Burke’s Definition of ODOD is a planned process of change inan organization’s culture through theutilization of behavioral sciencetechnology, research, and theory.
  4. 4. Cummings & Worley, 8e(c)2005 Thomson/South-Western1-4French’s Definition of ODOD refers to a long-range effort toimprove an organization’s problem-solving capabilities and its ability tocope with changes in its externalenvironment with the help of externalor internal behavioral-scientistconsultants.
  5. 5. Cummings & Worley, 8e(c)2005 Thomson/South-Western1-5Beckhard’s Definition of ODOD is an effort (1) planned, (2)organization-wide, and (3) managed fromthe top, to (4) increase organizationeffectiveness and health through (5) plannedinterventions in the organization’s“processes,” using behavioral scienceknowledge.
  6. 6. Cummings & Worley, 8e(c)2005 Thomson/South-Western1-6Beer’s Definition of ODOD is a system-wide process of data collection,diagnosis, action planning, intervention, and evaluationaimed at: (1) enhancing congruence betweenorganizational structure, process, strategy, people, andculture; (2) developing new and creative organizationalsolutions; and (3) developing the organization’s self-renewing capacity. It occurs through collaboration oforganizational members working with a change agentusing behavioral science theory, research, andtechnology.
  7. 7. Cummings & Worley, 8e(c)2005 Thomson/South-Western1-7Organization Development is...a systemwide application and transfer ofbehavioral science knowledge to theplanned development, improvement, andreinforcement of the strategies,structures, and processes that lead toorganization effectiveness.
  8. 8. Cummings & Worley, 8e(c)2005 Thomson/South-Western1-81950 1960 1970 1980 1990 2000 TodayFive Stems of OD PracticeCurrentPracticeLaboratory TrainingAction Research/Survey FeedbackNormative ApproachesQuality of Work LifeStrategic Change
  9. 9. Cummings & Worley, 8e(c)2005 Thomson/South-Western1-9Part I: Overview of the BookThe Nature of Planned Change The OD Practitioner(Chapter 2) (Chapter 3)Part II: The Process of Organization DevelopmentEntering & Diagnosing Diagnosing CollectingContracting Organizations Groups & Jobs Diagnostic(Chapter 4) (Chapter 5) (Chapter 6) Information(Chapter 7)Feeding Back Designing OD Leading and Evaluating &Diagnostic Data Interventions Managing Institutionalizing(Chapter 8) (Chapter 9) Change Change(Chapter 10) (Chapter 11)
  10. 10. Cummings & Worley, 8e(c)2005 Thomson/South-Western1-10Part III:HumanProcessInterventionsIndividual,Interpersonal,& GroupProcessApproaches(Chapter 12)OrganizationProcessApproaches(Chapter 13)Part IV:Techno-structuralInterventionsRestructuringOrganizations(Chapter 14)EmployeeInvolvement(Chapter 15)Work Design(Chapter 16)Part V:HumanResourcesManagementInterventionsPerformanceManagement(Chapter 17)Developing andAssistingMembers(Chapter 18)Part VI:StrategicInterventionsCompetitive andCollaborativeStrategies(Chapter 19)OrganizationTransformation(Chapter 20)Part VII: Special Topics in Organization DevelopmentOrganization Development OD in Nonindustrial Future Directionsin Global Settings Settings in OD(Chapter 21) (Chapter 22) (Chapter 23)

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