2 process of od
Upcoming SlideShare
Loading in...5
×

Like this? Share it with your network

Share

2 process of od

  • 712 views
Uploaded on

 

More in: Business
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
712
On Slideshare
712
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
19
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. Process of Organization Development
  • 2. Process of Organization Development  PRESENTED BY:  Imran Zaheer Awan  11-arid-2933  MBA PROCESS OF ORGANIZATION DEVELOPMENT
  • 3. Title: Organizational Development Process Teacher:: Mr Khursheed Yusuf Presented by: Imran Zaheer Awan 11-arid-2933
  • 4. Process of Organization Development INTRODUCTION OF OD The term Organizational Development was coined by Richard Beckhard in the Mid-1950s. Organizational Development is an Acronym of two words i.e., Organization and Development.  Organization: A social unit of people that is structured and managed to meet a need or to pursue collective goals.  Development: The systematic use of scientific and technical knowledge to meet specific objectives or requirements. OD is an organization improvement strategy
  • 5. Process of Organization Development OD is about how organizations and people function and how to get them function better Start Point – When the leader identifies an undesirable situation and seeks to change it. Focus - Making organizations function better (total system change). Orientation - Action (achieving results through planned activities). No Unifying Theory – Just models of practice INTRODUCTION OF OD CONT’D
  • 6. Process of Organization Development Intergroup conflictOrganization Interpersonal conflicts Low productivity Poor alignment to organization’s strategy START POINT
  • 7. Process of Organization Development FOCUS Change – new state of things, different from old state of things Can be viewed as an opportunity or as a threat Change First order change Second order change (making moderate adjustments) (reinvent, reengineer, rewrite) OD consultants are experts in organizational change What needs to be changed and how to go about it
  • 8. Process of Organization Development ORIENTATION Diagnosing Taking Action Re-Diagnosing Taking New Action This process is known as ‘Action Research’ Change occurs based on the actions taken New knowledge comes from examining the results of the actions. Three ingredients: 1. Participation 2. OD consultant (as collaborator & colearner) 3. Iterative process of diagnosis & action
  • 9. Process of Organization Development DEFINITION(S) OF OD Organization Development is an effort (1) planned, (2) organization-wide, and (3) Managed from Top, to (4) Increase Organization Effectiveness and Health through (5) Planned Interventions in Organization’s “Processes”, using Behavioral-Science knowledge. …Beckhard, 1969 Organization Development is a process of planned change – change of an organization’s culture from one which avoids an examination of social processes (especially decision making, planning and communication) to one which institutionalizes and legitimizes this examination. …Burke & Hornstein, 1972 Organization Development is a systematic application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization’s effectiveness. …Cummings & Worley, 1993 Organization development is a planned process of change in an organization’s culture through the utilization of behavioral science technologies, research, and theory. …Burke, 1994
  • 10. Process of Organization Development MEANING OF OD  Organization development is known as both a field of Applied Behavioral Science focused on understanding and Managing Organizational Change and as a field of Scientific Study and Inquiry.  Organizational Development is a process of bringing a relative change in the organization by making a use of latest technology, new methods. It is a process which changes the attitude, beliefs, nature and structure of the organization so that they can adapt new technologies, new strategies, new challenges so as to maximize the output.
  • 11. Process of Organization Development OBJECTIVES OF OD Objectives of Organizational Development :  To bring organizational change acceptable to the organization and its workforce.  To increase the satisfaction level of the employees.  To increase the commitment level among the employees.  To attain maximum output.  To adapt new technologies, new challenges, new strategies, etc.  To handle conflicts in the organization.  To Increase coordination among employees.  To build strong problem-solving methods.  To not let down the trust of employees
  • 12. Process of Organization Development ORGANIZATIONAL DEVELOPMENT PROCESS? A systematic way where a company defines, organizes and implements its operations through the stages of the product life cycle. The stages includes : Diagnosis Intervention Evaluation
  • 13. Process of Organization Development The OD Process is based on the Action Research Model which begins with an Identified Problem or Need for Change. The process proceeds through assessment, planning of an intervention, implementing the intervention, gathering data to evaluate the intervention, and determining if satisfactory progress has been made or if there is need for further intervention. The process is cyclical and ends when the desired developmental result is obtained. PROCESS OF OD
  • 14. Process of Organization Development PROCESS OF OD Action Research Model (North Carolina Office of State Personnel, 2005)
  • 15. Process of Organization Development Organization Development (OD) is a planned approach to improve employee and organizational effectiveness by conscious interventions in those processes and structures that have an immediate bearing on the human aspect of the organization. A normal OD process can be phased in following manner: . Problem Identification Data Collection Diagnosis Planning and Implementation Evaluation and Feedback PROCESS OF OD CONT’D
  • 16. Process of Organization Development  Problem identification: The first step in OD process involves understanding and identification of the existing and potential problems in the organization. The awareness of the problem includes knowledge of the possible organizational problems of growth, human satisfaction, the usage of human resource and organizational effectiveness.  Data Collection: Having understood the exact problem in this phase, the relevant data is collected through personal interviews, observations and questionnaires. PROCESS OF OD CONT’D
  • 17. Process of Organization Development  Diagnosis: OD efforts begin with diagnosis of the current situation. Usually, it is not limited to a single problem. Rather a number of factors like attitudes, assumption, available resources and management practice are taken into account in this phase. There are four steps in organizational diagnosis: PROCESS OF OD CONT’D
  • 18. Process of Organization Development Structural analysis: Determines how the different parts of the organization are functioning in terms of laid down goals. Process analysis: Process implies the manner in which events take place in a sequence. It refers to pattern of decision making, communication, group dynamics and conflict management patterns within organization to help in the process of attainment of organizational goals. Function analysis: This includes strategic variables, performance variables, results, achievements and final outcomes. Domain analysis: Domain refers to the area of the organization for organizational diagnosis. PROCESS OF OD CONT’D
  • 19. Process of Organization Development  Planning and implementation: After diagnosing the problem, the next phase of OD, with the OD interventions, involves the planning and implementation part of the change process.  Evaluation and feedback: Any OD activity is incomplete without proper feedback. Feedback is a process of relaying evaluations to the client group by means of specific report or interaction PROCESS OF OD CONT’D
  • 20. Process of Organization Development EFFECTIVENESS OF OD Humanistic values underlie OD. Margulies and Raia articulated the humanistic values of OD as follows:  Providing opportunities for people to function as human beings rather than as resources in the productive process.  Providing opportunities for each organization member, as well as for the organization itself, to develop to his full potential.  Seeking to increase the effectiveness of the organization in terms of all of its goals.  Attempting to create an environment in which it is possible to find exciting and challenging work.  Providing opportunities for people in organizations to influence the way in which they relate to work, the organization, and the environment.  Treating each human being as a person with a complex set of needs, all of which are important in his or her work and life.
  • 21. Process of Organization Development  However, OD Process is complicated and takes time to complete the process.  As mentioned there are other approaches for the OD Process but the one chosen, consists of the six steps is typical  An organization needs to always evaluate its OD programs as to evaluate the effectiveness. One of the ways by using this OD Process.  All the steps need to be adhere in order to derive full range of OD benefits. CONCLUSION
  • 22. Process of Organization Development