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Introduction to od

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A small Detailed picturesqueness representation on OD

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  • 1. INTRODUCTION TOORGANIZATIONALDEVELOPMENTCOMPANIES THAT ENJOY ENDURING SUCCESSHAVE CORE VALUES AND A CORE PURPOSE THATREMAIN FIXED WHILE THEIR BUSINESSSTRATEGIES AND PRACTICES ENDLESSLY ADAPTTO A CHANGING WORLD
  • 2. ORGANIZATIONALDEVELOPMENT The dynamic of preserving the core while stimulating progress is the reason that companies such as ............became elite institutions able to renew themselves and achieve superior long-term performance
  • 3. DEFINITIONRichard Beckard-“Organization development isan effort(1) planned,(2) organization-wide, and(3) managed from the top,(4) to increase organizationeffectiveness and healththrough(5) planned interventions in theorganization’s “processes,”using behavioral-scienceknowledge
  • 4. DEFINITIONThomas Cummings and Christopher Worley: “Organization development is a system wideapplication of behavioral science knowledge to the planned development and reinforcementof organizational strategies, structure, and processes for improving an organization’seffectiveness
  • 5. DEFINITION Wendell French and Cecil Bell:“Organization development is a long-term effort, led and supported by top management, to improve an organization’s visioning, empowerment, learning, and problem-solving processes, through an on-going, collaborative management of organization culture - with special emphasis on the culture of intact work teams and other team configurations - utilizing the consultant-facilitator role and the theory and technology applied behavioral science, including action research”
  • 6. SIMILARITIES OF DEFINITION Planned change Organization wide Supported top down Improve organization effectiveness Applied Behavioral Science principles
  • 7. PROCESS OF OD
  • 8. ASSUMPTIONS & VALUES Dealing with individuals –  Develop their potential  Drivers to personnel growth & development.  Provided with supportive & challenging environment .  Desire & capable of higher level of contribution than normally permitted.
  • 9. ASSUMPTIONS & VALUES Implication of managers-  Ask, Listen, Support  Challenge, Encourage Risk taking  Permit failure , remove obstacles fear  Give autonomy & responsibilities  Set high Standard  Reward success
  • 10. ASSUMPTIONS & VALUES Dealing with groups-  one of the most relevant reference group for individual is work group, including peers & boss.  most people desire to be accepted & interacts with one or more small reference group .  most people are capable of making greater contribution to the groups effectiveness & development.
  • 11. ASSUMPTIONS & VALUES Implications for managers –  let team flourish  leaders should invest in groups/ teams  adopt team leadership style rather than one to one style  actively engage group members & help leaders in decision making & problem solving  help group members deal with both positive & negative feelings  solve problem through mutual interactions
  • 12. ASSUMPTIONS & VALUES Designing & running organization-  traditional org structure to newer organizational design.  need & aspiration of the employees to be addressed.  putting people first
  • 13. KURT LEWINKurt Lewin is perhaps best-known for developing Force Field Analysis, using Force FieldDiagrams. The classic force field diagram helps a group picture the "tug-of-war" betweenforces around a given issue.
  • 14. FORCE FIELD ANALYSIS
  • 15. KURT LEWINChange is a three-stage process
  • 16. MCGREGORDouglas McGregor and Richard Beckhard while "consulting together at General Mills in the1950s, the two coined the term organizational development (OD) to describe an innovativebottoms-up change effort that fit no traditional consulting categories.
  • 17. MCGREGOR - THEORY XY Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book The Human Side Of Enterprise. Theory x and theory y are still referred to commonly in the field of management and motivation, and whilst more recent studies have questioned the rigidity of the model, McGregors X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. McGregors XY Theory remains central to organizational development, and to improving organizational culture.
  • 18. THEORY X Y
  • 19. ROBERT BLAKEDr. Robert R. Blake (January 21,1918 – June 20, 2004) was anAmerican managementtheoretician. He did pioneer workthe field of organizationaldynamics.Together with Jane S. Mouton,he developed the Managerial GridModel (1964), which attempts toconceptualize management interms of relations and leadershipstyle
  • 20. MANAGERIAL GRID MODEL
  • 21. ROBERT TANENBAUMRobert Tannenbaum has comeup with new session called asTeam Building in 1952 &1953 atU.S Naval Ordnance test station atChina Lake, California.According to Tannenbaum, theterm vertically structured groupswas used with groups dealing with“Personal Topics”( such asInterpersonal relationship, selfanalysis etc) &with organization topics( such asduties and responsibilities, policiesand procedures etc).These sessions were conductedwith all managers of a givenorganization.
  • 22. THANK YOU