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INTRODUCTION
Organisational development is a
collection of change method that try
to improve organisational
effectiveness and employee well –
being.
Features of organizational development
Planned Change
Comprehensive Change
Long-range change
Dynamic process
Participation of change
agent
Emphasis on
intervention
Emphasis on action
research
Normative
educational process
Role of organizational development
To place emphasis on humanistic values
To Treat each human being as a complex
person
To increase the level of trust among
members
To increase the level of enthusiasm at all
levels
To increase the level of self & group
responsibility in planning
Problems in organizational development
Discrepancy between ideal and real situations
Lack of open system concept
Resistance to change
Lack of motivation among members
Costly programmes
Process of organisational development
Evaluation
Intervening in the system
Planning strategy for change
Problem identification & diagnosis
Managing the Organization Development (OD) Process
Three basic components of OD programs:
Diagnosis Continuous collection of data
about total system, its
subunits, its processes, and
its culture
Action All activities and interventions
designed to improve the
organization’s functioning
Program
management
All activities designed to
ensure success of the
program
OD Interventions
Organization Development (OD) interventions techniques are the methods created by
OD professionals and others. Single organization or consultant cannot use all the
interventions. They use these interventions depending upon the need or requirement.
The most important interventions are,
1. Survey feedback
2. Process Consultation
3. sensitivity Training
4. The Managerial grid
5. Goal setting and Planning
6. Team Building and management by objectives
7. Job enrichment, changes in organizational structure and participative management
and Quality circles, ISO, TQM
Process of OD Intervention
Sensitivity training
Team building
Survey feedback
Behaviour modification
Grid organization development
Career planning
Job expectation technique
Organisational renewal process
Structural OD Interventions
Job redesign
Work schedule option
Process consultation
MBO
Decision centres
Collateral organisation
Sensitivity Training is a form of training that
claims to make people more aware of their own
prejudices, and more sensitive to others.
According to its critics, it involves the use of
psychological techniques with groups that its
critics.
Definition of sensitivity training
Definition of team building
1. High interaction among team members to
increase trust and openness.
2. Team building uses high interaction group
activities to increase trust & openness among
team members, improve coordinative efforts, and
increase team performance.
Process of team building
Follow-up actions
Developing interactive skills
Giving & receiving feedback
Examining deferences
Problem sensing
Survey feedback
The use of questionnaires to identify
discrepancies among members
perceptions, discussion follows, &
remedies are suggested.
Process of Survey feedback
Follow-up action
Feedback & information
Data collection
Process Consultation
The basic content of p-c is that the
consultant works with individuals and
groups in the organisation to help them
learn about human and social processes
and to solve problems that stem from
process events.
Process Consultation
Initiate contact
Define the relationship
Select the setting and the method
Gather data & make a diagnosis
Intervene
Reduce involvement & terminate
Conclusion
OD Effort
 is a planned change
 involves the total system
 managed with total acceptance and
commitment of the top management
 is designed to improve organisational
effectiveness
 makes use of behavioural science knowledge
Conclusion- Contd…
 is in terms of intervention at the task or
structure or technology or people level
 is an ongoing process and long term process
 relies primarily on experiential learning
 uses an action research intervention mode
organization development

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organization development

  • 1.
  • 2. INTRODUCTION Organisational development is a collection of change method that try to improve organisational effectiveness and employee well – being.
  • 3. Features of organizational development Planned Change Comprehensive Change Long-range change Dynamic process Participation of change agent Emphasis on intervention Emphasis on action research Normative educational process
  • 4. Role of organizational development To place emphasis on humanistic values To Treat each human being as a complex person To increase the level of trust among members To increase the level of enthusiasm at all levels To increase the level of self & group responsibility in planning
  • 5. Problems in organizational development Discrepancy between ideal and real situations Lack of open system concept Resistance to change Lack of motivation among members Costly programmes
  • 6. Process of organisational development Evaluation Intervening in the system Planning strategy for change Problem identification & diagnosis
  • 7. Managing the Organization Development (OD) Process Three basic components of OD programs: Diagnosis Continuous collection of data about total system, its subunits, its processes, and its culture Action All activities and interventions designed to improve the organization’s functioning Program management All activities designed to ensure success of the program
  • 8. OD Interventions Organization Development (OD) interventions techniques are the methods created by OD professionals and others. Single organization or consultant cannot use all the interventions. They use these interventions depending upon the need or requirement. The most important interventions are, 1. Survey feedback 2. Process Consultation 3. sensitivity Training 4. The Managerial grid 5. Goal setting and Planning 6. Team Building and management by objectives 7. Job enrichment, changes in organizational structure and participative management and Quality circles, ISO, TQM
  • 9. Process of OD Intervention Sensitivity training Team building Survey feedback Behaviour modification Grid organization development Career planning Job expectation technique Organisational renewal process
  • 10. Structural OD Interventions Job redesign Work schedule option Process consultation MBO Decision centres Collateral organisation
  • 11. Sensitivity Training is a form of training that claims to make people more aware of their own prejudices, and more sensitive to others. According to its critics, it involves the use of psychological techniques with groups that its critics. Definition of sensitivity training
  • 12. Definition of team building 1. High interaction among team members to increase trust and openness. 2. Team building uses high interaction group activities to increase trust & openness among team members, improve coordinative efforts, and increase team performance.
  • 13. Process of team building Follow-up actions Developing interactive skills Giving & receiving feedback Examining deferences Problem sensing
  • 14. Survey feedback The use of questionnaires to identify discrepancies among members perceptions, discussion follows, & remedies are suggested.
  • 15. Process of Survey feedback Follow-up action Feedback & information Data collection
  • 16. Process Consultation The basic content of p-c is that the consultant works with individuals and groups in the organisation to help them learn about human and social processes and to solve problems that stem from process events.
  • 17. Process Consultation Initiate contact Define the relationship Select the setting and the method Gather data & make a diagnosis Intervene Reduce involvement & terminate
  • 18. Conclusion OD Effort  is a planned change  involves the total system  managed with total acceptance and commitment of the top management  is designed to improve organisational effectiveness  makes use of behavioural science knowledge
  • 19. Conclusion- Contd…  is in terms of intervention at the task or structure or technology or people level  is an ongoing process and long term process  relies primarily on experiential learning  uses an action research intervention mode