Goal settting hr management od interventions - Organizational Change and Development - Manu Melwin Joy
•Download as PPTX, PDF•
1 like•1,745 views
Goal Setting: This change program involves setting clear and challenging goals. It attempts to improve organization effectiveness by establishing a better fit between personal and organizational objectives.
Report
Share
Report
Share
Recommended
Interpersonal and group process interventions
The document discusses four main interpersonal and group process interventions: T-groups, process consultation, third-party intervention, and team building. T-groups are designed to provide experiential learning about group dynamics, leadership, and interpersonal relations. Process consultation helps groups assess and improve processes like communication and decision-making to help themselves. Third-party intervention addresses conflicts between two or more people. Team building examines elements of work groups like goals, structure, and relationships to improve effectiveness.
Third party peace making team work group OD interventions - Organizational ...
Intermediaries (or "third parties") are people, organizations, or nations who enter a conflict to try to help the parties de-escalate or resolve it.
Walton has presented a statement of theory and practice for third-party peace making interventions that is important in its own right and important for its role in organization development.
Work redesign structural od intervention - Organizational Change and Deve...
This refers to OD interventions aimed at creating jobs, and work groups that generate high levels of employee fulfilment and productivity.
Team intervention od
This document discusses team interventions and effective teams. It defines intervention as entering a system of relationships to help groups or persons. It distinguishes between work groups and teams, noting that teams have greater interdependence and interaction. The document outlines steps for team interventions, including identifying at-risk members, holding intervention team meetings, beginning interventions, and requesting further testing if needed. It also lists characteristics of effective teams and components like positive culture and recognition.
Confrontation meeting
The confrontation meeting is a one-day meeting developed by Richard Beckhard where an organization's entire management analyses problems, underlying causes, and develops action plans. In a series of activities, management generates information about major issues, prioritizes problems, and sets schedules for corrective actions. The confrontation meeting improves communication, morale, work culture, and problem solving through a structured seven step process including climate setting, information collecting, priority setting, and follow up review meetings.
HR management od interventions - Organizational Change and Development - Man...
Goal Setting: This change program involves setting clear and challenging goals. It attempts to improve organization effectiveness by establishing a better fit between personal and organizational objectives.
International compensation ppt
international compensation according to the author Mr.dowling.
By poornima.s
M.com
maharani lakshmi ammanni college
Comprehensive interventions
Comprehensive interventions are organizational development techniques that target the entire organization rather than subgroups. Popular comprehensive interventions include survey feedback, where employee attitudes are surveyed and results are shared organization-wide to create solutions, and structural change interventions which implement alterations to organizational structures and policies. Other comprehensive interventions are sociotechnical system design which emphasizes independent self-managed work teams, and total quality management which focuses on quality processes. Key steps in comprehensive interventions are getting whole systems involved, conducting confrontation meetings involving all management to assess organizational health, and strategic management activities where the organization's strategy is developed and implemented.
Recommended
Interpersonal and group process interventions
The document discusses four main interpersonal and group process interventions: T-groups, process consultation, third-party intervention, and team building. T-groups are designed to provide experiential learning about group dynamics, leadership, and interpersonal relations. Process consultation helps groups assess and improve processes like communication and decision-making to help themselves. Third-party intervention addresses conflicts between two or more people. Team building examines elements of work groups like goals, structure, and relationships to improve effectiveness.
Third party peace making team work group OD interventions - Organizational ...
Intermediaries (or "third parties") are people, organizations, or nations who enter a conflict to try to help the parties de-escalate or resolve it.
Walton has presented a statement of theory and practice for third-party peace making interventions that is important in its own right and important for its role in organization development.
Work redesign structural od intervention - Organizational Change and Deve...
This refers to OD interventions aimed at creating jobs, and work groups that generate high levels of employee fulfilment and productivity.
Team intervention od
This document discusses team interventions and effective teams. It defines intervention as entering a system of relationships to help groups or persons. It distinguishes between work groups and teams, noting that teams have greater interdependence and interaction. The document outlines steps for team interventions, including identifying at-risk members, holding intervention team meetings, beginning interventions, and requesting further testing if needed. It also lists characteristics of effective teams and components like positive culture and recognition.
Confrontation meeting
The confrontation meeting is a one-day meeting developed by Richard Beckhard where an organization's entire management analyses problems, underlying causes, and develops action plans. In a series of activities, management generates information about major issues, prioritizes problems, and sets schedules for corrective actions. The confrontation meeting improves communication, morale, work culture, and problem solving through a structured seven step process including climate setting, information collecting, priority setting, and follow up review meetings.
HR management od interventions - Organizational Change and Development - Man...
Goal Setting: This change program involves setting clear and challenging goals. It attempts to improve organization effectiveness by establishing a better fit between personal and organizational objectives.
International compensation ppt
international compensation according to the author Mr.dowling.
By poornima.s
M.com
maharani lakshmi ammanni college
Comprehensive interventions
Comprehensive interventions are organizational development techniques that target the entire organization rather than subgroups. Popular comprehensive interventions include survey feedback, where employee attitudes are surveyed and results are shared organization-wide to create solutions, and structural change interventions which implement alterations to organizational structures and policies. Other comprehensive interventions are sociotechnical system design which emphasizes independent self-managed work teams, and total quality management which focuses on quality processes. Key steps in comprehensive interventions are getting whole systems involved, conducting confrontation meetings involving all management to assess organizational health, and strategic management activities where the organization's strategy is developed and implemented.
Growth of OD in global settings - OD process - Organizational Change and De...
The rapid development of foreign economies.
The increasing worldwide availability of technical and financial resources.
The emergence of a global economy.
Action research
Action research aims to solve problems and build scientific knowledge through collaborative programs of study. It was developed by Kurt Lewin as a new methodology for social science. Action research involves iterative cycles of data collection, feedback, planning, action, and evaluation to solve problems and improve organizations. It can be used both as a process and as an approach to problem solving through collaboration between researchers and practitioners.
Grid organizational development - comprehensive OD interventions - Organiza...
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Od interventions
This document discusses various types of organizational development (OD) interventions. It categorizes and describes interventions such as survey feedback activities, education and training, techno-structural activities, process consultation, grid organization development, third-party peacemaking, coaching and counseling, life- and career-planning, planning and goal-setting, strategic management, and organizational transformation. It also discusses team building and inter-group interventions in more detail. The overall purpose of these interventions is to improve organizational effectiveness and performance through activities designed to enhance skills, structures, processes, and relationships within the organization.
Organizational design
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Organizational development interventions
This document discusses various types of organizational development interventions. It begins by defining intervention and describing criteria for effective interventions. It then discusses factors that impact the success of interventions, including those relating to the change situation and target of change. Various intervention types are covered such as team interventions, inter-group and third party interventions, and comprehensive OD interventions involving the whole system. Structural interventions involving redesigning the organization are also outlined. Presentation sections provide details on specific interventions like team building, process consultation, and socio-technical system design.
Diagnostic Process
Systematic approach to understand present state of organization and Specifies nature of problem and causes that provides basis for selecting strategies that involves systematic analysis of data for organization development.
Team & group interventions
This document discusses various team interventions and techniques used for team building. It describes characteristics of effective teams such as clear purpose, informal communication, consensus decision making, and shared leadership. Various team building activities are outlined for formal and special groups, including diagnostic meetings and exercises to improve task accomplishment and relationships. Specific techniques covered include role analysis, interdependency exercises, role negotiations, and appreciation/concerns exercises. Force field analysis is also described as a tool to understand problems and plan corrective actions to move a team from its current to desired condition.
action research model
The action research model focuses on planned organizational change as a cyclical process with several main steps:
1) Entry and problem identification where a client senses problems that could be addressed with an OD practitioner.
2) Contracting where the practitioner and client assess each other and their expectations and resources for change.
3) Diagnosis where the practitioner gathers data to determine the underlying causes of problems.
4) Feedback of diagnostic findings to the client to identify organizational strengths and weaknesses.
5) Joint planning of actions for change based on the diagnosis and resources. Evaluation of results then feeds back into the process to guide further action.
Definition and nature of organizational development
for the students of dr hs gour university sagar for mba third semester with human resource specialisation
hrp micro and macro level
This document discusses human resource planning (HRP) at both the macro and micro levels. At the macro level, HRP focuses on aligning human resources with organizational strategy and examining policies that affect management. The micro level is driven by the macro level and develops tactics to help the organization achieve its goals by ensuring it has the right number and mix of employees. Key aspects of micro-level HRP include demand forecasting, manpower supply analysis, and manpower planning.
Dunlop’s system theory (1958) – theories of industrial relations - industria...
In this perspective, Dunlop analyzes industrial relations systems as a subsystem of society.
An industrial relations system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relations system together and a body of rules created to govern the actors at the workplace and work community.
Quality of work life structural od intervention - Organizational Change an...
Organizational improvement efforts.
Attempt to restructure multiple dimensions of the organization.
To institute a mechanism which introduces and sustains changes over time.
An increase in participation by employees and increase in problem solving between the union and management.
Hr intervention
Human resource interventions aim to help organizations improve performance and effectiveness. There are different types of interventions, including individual-based interventions like training and coaching, group-based interventions like team building, and inter-group interventions like conflict resolution. Effective interventions fit the organization's needs, are based on causal knowledge of intended outcomes, and transfer change-management skills to members. Designing effective interventions depends on factors like individual differences, organizational readiness for change, and the capabilities of the change agent.
Strategic Change Interventions
Technostructural interventions focus on changing the technology and structure of organizations. This document discusses restructuring organizations through different organizational structures like functional, unit/divisional, matrix, process, and network structures. It also discusses downsizing which aims to reduce organization size through layoffs or attrition. Reengineering is defined as fundamentally rethinking and radically redesigning business processes to achieve improvements. Employee involvement seeks to increase member input in decisions. Total quality management and high involvement organizations are approaches to employee involvement. Finally, work design focuses on enriching work through job characteristics.
Survey feedback - comprehensive OD interventions - Organizational Change an...
Collecting data about the system and feeding back the data for individuals and groups at all levels of the organization to analyze, interpret meanings, and design corrective action steps.
These are having two components- the use of Attitude Survey and the use of Feedback workshops.
Lecture3 planned change
This document summarizes several theories of planned organizational change. It describes Lewin's three-stage change model of unfreezing, movement, and refreezing. It also outlines Kurt Lewin's change model in more detail. Additionally, it discusses the action research model which views change as a cyclical process using research to guide actions. Finally, it introduces the positive model which focuses on an organization's strengths rather than deficits and uses appreciative inquiry.
team interventions of od
This document discusses team interventions and team building activities. It describes different types of teams like cross-functional and high-performance teams. It outlines formal group diagnostic meetings and special group meetings that focus on task accomplishment, relationships, and processes. Various techniques used in team building are explained like role analysis, interdependency exercises, role negotiation, and visioning. The conclusion states that team building produces positive results by intervening in organizations as social systems and allowing work to be efficiently achieved through group collaboration.
Ihrm staffing
The document discusses several key topics regarding international staffing and recruitment:
1. It outlines different staffing orientations (ethnocentric, polycentric, regiocentric, geocentric) and their characteristics.
2. Key issues in international human resource planning and managing expatriates are identified, including identifying top talent, providing development opportunities, and dual career challenges.
3. Recent trends in international recruitment like increasing diversity, outsourcing, and background checks are examined.
Conditions for failure in OD effort - OD process - Organizational Change an...
A continued discrpancy between top management statements of values and styles and their actual work behaviour.
A big program of activities without any solid base of change goals.
Overdependence on outside help: With the incresing complexity of organizations and of the demands of the environment, it is easy to let consultants or specialists `solve the problem.’
Reward system hr management od interventions - Organizational Change and D...
Reward Systems: This intervention involves the design of organizational rewards to improve employee satisfaction and performance.
Managing workforce diversity hr management od interventions - Organization...
Managing workforce diversity is an important HR issue as the workforce becomes more diverse with increasing numbers of women, ethnic minorities, and people with disabilities. Organizations need more flexible policies and practices to effectively manage a diverse workforce. Diversity management requires interventions from organizational development to create inclusive policies and culture. The document provides information on managing workforce diversity and was prepared by Manu Melwin Joy, an assistant professor in India.
More Related Content
What's hot
Growth of OD in global settings - OD process - Organizational Change and De...
The rapid development of foreign economies.
The increasing worldwide availability of technical and financial resources.
The emergence of a global economy.
Action research
Action research aims to solve problems and build scientific knowledge through collaborative programs of study. It was developed by Kurt Lewin as a new methodology for social science. Action research involves iterative cycles of data collection, feedback, planning, action, and evaluation to solve problems and improve organizations. It can be used both as a process and as an approach to problem solving through collaboration between researchers and practitioners.
Grid organizational development - comprehensive OD interventions - Organiza...
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Od interventions
This document discusses various types of organizational development (OD) interventions. It categorizes and describes interventions such as survey feedback activities, education and training, techno-structural activities, process consultation, grid organization development, third-party peacemaking, coaching and counseling, life- and career-planning, planning and goal-setting, strategic management, and organizational transformation. It also discusses team building and inter-group interventions in more detail. The overall purpose of these interventions is to improve organizational effectiveness and performance through activities designed to enhance skills, structures, processes, and relationships within the organization.
Organizational design
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Organizational development interventions
This document discusses various types of organizational development interventions. It begins by defining intervention and describing criteria for effective interventions. It then discusses factors that impact the success of interventions, including those relating to the change situation and target of change. Various intervention types are covered such as team interventions, inter-group and third party interventions, and comprehensive OD interventions involving the whole system. Structural interventions involving redesigning the organization are also outlined. Presentation sections provide details on specific interventions like team building, process consultation, and socio-technical system design.
Diagnostic Process
Systematic approach to understand present state of organization and Specifies nature of problem and causes that provides basis for selecting strategies that involves systematic analysis of data for organization development.
Team & group interventions
This document discusses various team interventions and techniques used for team building. It describes characteristics of effective teams such as clear purpose, informal communication, consensus decision making, and shared leadership. Various team building activities are outlined for formal and special groups, including diagnostic meetings and exercises to improve task accomplishment and relationships. Specific techniques covered include role analysis, interdependency exercises, role negotiations, and appreciation/concerns exercises. Force field analysis is also described as a tool to understand problems and plan corrective actions to move a team from its current to desired condition.
action research model
The action research model focuses on planned organizational change as a cyclical process with several main steps:
1) Entry and problem identification where a client senses problems that could be addressed with an OD practitioner.
2) Contracting where the practitioner and client assess each other and their expectations and resources for change.
3) Diagnosis where the practitioner gathers data to determine the underlying causes of problems.
4) Feedback of diagnostic findings to the client to identify organizational strengths and weaknesses.
5) Joint planning of actions for change based on the diagnosis and resources. Evaluation of results then feeds back into the process to guide further action.
Definition and nature of organizational development
for the students of dr hs gour university sagar for mba third semester with human resource specialisation
hrp micro and macro level
This document discusses human resource planning (HRP) at both the macro and micro levels. At the macro level, HRP focuses on aligning human resources with organizational strategy and examining policies that affect management. The micro level is driven by the macro level and develops tactics to help the organization achieve its goals by ensuring it has the right number and mix of employees. Key aspects of micro-level HRP include demand forecasting, manpower supply analysis, and manpower planning.
Dunlop’s system theory (1958) – theories of industrial relations - industria...
In this perspective, Dunlop analyzes industrial relations systems as a subsystem of society.
An industrial relations system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relations system together and a body of rules created to govern the actors at the workplace and work community.
Quality of work life structural od intervention - Organizational Change an...
Organizational improvement efforts.
Attempt to restructure multiple dimensions of the organization.
To institute a mechanism which introduces and sustains changes over time.
An increase in participation by employees and increase in problem solving between the union and management.
Hr intervention
Human resource interventions aim to help organizations improve performance and effectiveness. There are different types of interventions, including individual-based interventions like training and coaching, group-based interventions like team building, and inter-group interventions like conflict resolution. Effective interventions fit the organization's needs, are based on causal knowledge of intended outcomes, and transfer change-management skills to members. Designing effective interventions depends on factors like individual differences, organizational readiness for change, and the capabilities of the change agent.
Strategic Change Interventions
Technostructural interventions focus on changing the technology and structure of organizations. This document discusses restructuring organizations through different organizational structures like functional, unit/divisional, matrix, process, and network structures. It also discusses downsizing which aims to reduce organization size through layoffs or attrition. Reengineering is defined as fundamentally rethinking and radically redesigning business processes to achieve improvements. Employee involvement seeks to increase member input in decisions. Total quality management and high involvement organizations are approaches to employee involvement. Finally, work design focuses on enriching work through job characteristics.
Survey feedback - comprehensive OD interventions - Organizational Change an...
Collecting data about the system and feeding back the data for individuals and groups at all levels of the organization to analyze, interpret meanings, and design corrective action steps.
These are having two components- the use of Attitude Survey and the use of Feedback workshops.
Lecture3 planned change
This document summarizes several theories of planned organizational change. It describes Lewin's three-stage change model of unfreezing, movement, and refreezing. It also outlines Kurt Lewin's change model in more detail. Additionally, it discusses the action research model which views change as a cyclical process using research to guide actions. Finally, it introduces the positive model which focuses on an organization's strengths rather than deficits and uses appreciative inquiry.
team interventions of od
This document discusses team interventions and team building activities. It describes different types of teams like cross-functional and high-performance teams. It outlines formal group diagnostic meetings and special group meetings that focus on task accomplishment, relationships, and processes. Various techniques used in team building are explained like role analysis, interdependency exercises, role negotiation, and visioning. The conclusion states that team building produces positive results by intervening in organizations as social systems and allowing work to be efficiently achieved through group collaboration.
Ihrm staffing
The document discusses several key topics regarding international staffing and recruitment:
1. It outlines different staffing orientations (ethnocentric, polycentric, regiocentric, geocentric) and their characteristics.
2. Key issues in international human resource planning and managing expatriates are identified, including identifying top talent, providing development opportunities, and dual career challenges.
3. Recent trends in international recruitment like increasing diversity, outsourcing, and background checks are examined.
Conditions for failure in OD effort - OD process - Organizational Change an...
A continued discrpancy between top management statements of values and styles and their actual work behaviour.
A big program of activities without any solid base of change goals.
Overdependence on outside help: With the incresing complexity of organizations and of the demands of the environment, it is easy to let consultants or specialists `solve the problem.’
What's hot (20)
Growth of OD in global settings - OD process - Organizational Change and De...
Growth of OD in global settings - OD process - Organizational Change and De...
Grid organizational development - comprehensive OD interventions - Organiza...
Grid organizational development - comprehensive OD interventions - Organiza...
Definition and nature of organizational development
Definition and nature of organizational development
Dunlop’s system theory (1958) – theories of industrial relations - industria...
Dunlop’s system theory (1958) – theories of industrial relations - industria...
Quality of work life structural od intervention - Organizational Change an...
Quality of work life structural od intervention - Organizational Change an...
Survey feedback - comprehensive OD interventions - Organizational Change an...
Survey feedback - comprehensive OD interventions - Organizational Change an...
Conditions for failure in OD effort - OD process - Organizational Change an...
Conditions for failure in OD effort - OD process - Organizational Change an...
Viewers also liked
Reward system hr management od interventions - Organizational Change and D...
Reward Systems: This intervention involves the design of organizational rewards to improve employee satisfaction and performance.
Managing workforce diversity hr management od interventions - Organization...
Managing workforce diversity is an important HR issue as the workforce becomes more diverse with increasing numbers of women, ethnic minorities, and people with disabilities. Organizations need more flexible policies and practices to effectively manage a diverse workforce. Diversity management requires interventions from organizational development to create inclusive policies and culture. The document provides information on managing workforce diversity and was prepared by Manu Melwin Joy, an assistant professor in India.
OD interventions and their implications
Total Quality Management (TQM) is an organization-wide intervention aimed at increasing customer satisfaction through improving quality. [1] TQM targets the entire organization, including suppliers and customers, and requires changing the organizational culture and philosophy. [2] The purpose is to make quality the standard approach across all processes. [3] Effectiveness is measured through increased customer satisfaction and metrics like reduced defects, higher sales and market share. [4] Research shows successful TQM programs report gains in these areas after a long-term commitment to cultural and systemic change. [5] Outcomes must be continuously assessed for TQM to be effective long-term. [6] Successful implementation requires participation and commitment from all levels, especially top
Performance appraisal hr management od interventions - Organizational Chan...
Performance Appraisal: This intervention is a systematic process of jointly assessing work-related achievements, strengths and weaknesses.
Inherent and potential conflict between HR & OD
HR focuses on stability while OD aims for change. There is an inherent conflict between human resources which prioritizes stability and organizational development which seeks change within a company. These differing goals can create potential conflicts between the human resources and organizational development functions.
High involvement organizations structural od intervention - Organizational...
This intervention reduces costs and bureaucracy by decreasing the size of the organization through personnel layoffs, organization redesign, and outsourcing.
Empowering Employees As Brand Ambassadors Hr.Final
This presentation is designed as a step-by-step process for companies to empower employees to promote the company’s products, services and brands on social media. This session is designed for any HR professional to provide a step-by-step process for companies to mobilize employees to promote the company’s products, services and brands
Transforming Employees Into Brand Ambassadors
The document discusses how companies can transform employees into brand ambassadors on social media. It notes that customer experience and word-of-mouth recommendations are increasingly important. Companies must enable and empower employees to engage authentically with customers on social platforms to build long-term relationships at scale. The document outlines how Adobe trains employees on social media guidelines and measures the impact of its employee brand ambassadors, finding that social media influences sales and reduces call volumes.
Employee empowerment
Employee empowerment involves sharing degrees of power with lower-level employees to better serve customers. There are 4 dimensions of empowerment: impact, competence, meaningful work, and choice. For empowerment to occur, certain conditions are necessary including participation, innovation, access to information, and accountability. The empowerment process involves determining skill levels, providing training, coaching on tasks, and delegating responsibilities to employees. Empowerment can benefit both employers and employees but also faces potential complications if managers are reluctant to share control.
Training and Organization Developlemt Division
The document discusses strategies for human resource development (HRD) and how it differs from human resource management (HRM). It provides examples of HRD strategies such as focusing on performance, aligning to corporate objectives, and cultivating positive culture. HRD is described as more developmental and proactive compared to the operational and administrative functions of HRM. The document also outlines an HRD department structure and lists strategies including improving operational execution, developing business acumen, analyzing organizational talent needs, and increasing employee engagement.
Your employees as your brand ambassadors
You employees can be your biggest brand assets, your social brand ambassadors. 8 case studies from Cisco on how we leverage our employees in social media and why.
Odi i
The document discusses organizational diagnosis and interventions to improve organizational performance. It covers assessing an organization's culture, leadership, structure, processes, workforce and customers. It then proposes interventions like incorporating employees into problem solving, changing leadership mindsets, and instilling new behaviors. An action plan is outlined covering strategy, structure, processes, and developing people through improved communication, training, motivation and managing stress and conflict. The goal is to create a learning organization that values people and loosens control to foster innovation.
Managing workforce diversity and wellness
This document discusses managing workforce diversity and promoting employee wellness through organizational development (OD) efforts. It addresses key dimensions of diversity like age, gender, disability status and managing diversity strategically. Interventions for different types of diversity like flexible policies for cultural values diversity and equal opportunities for race/ethnicity diversity are outlined. Employee stress and wellness is also covered, explaining how stress impacts well-being and productivity. Methods for diagnosing stress through profiling and identifying sources are presented along with interventions like role clarification and support programs to alleviate stress and improve wellness.
8684792 od-interventions 2
The document discusses various organizational interventions including human process interventions like coaching, training, and team building. It also discusses techno-structural interventions like reengineering, employee involvement programs, and quality circles. The key characteristics of effective interventions are that they are relevant to organizational needs, based on causal knowledge, and transfer competence to manage change internally. The design of interventions depends on factors like readiness for change and cultural context. Specific intervention approaches covered include process consultation, third party conflict resolution, confrontation meetings, and socio-technical systems.
Structural od intervention - Organizational Change and Development - Manu Me...
These interventions deal with an organization’s technology (for examples its task methods and job design) and structure (for example, division of labor and hierarchy).
These interventions are rooted in the disciplines of engineering, sociology, and psychology and in the applied fields of socio-technical systems and organization design. Practitioners place emphasis both on productivity and human fulfillment.
Organization Development interventions in ibm
The document discusses organisation development interventions at IBM, including a blended learning approach using web-based, interactive and collaborative tools as well as face-to-face training. Key principles ensure the effectiveness of organisational development, such as aligning with business needs, demonstrating measurable impact, and using best practices. Employee development focuses on both individual and corporate needs through customized programs, online portals, and dialogues to further fundamental competencies and goals. Major interventions include job redesign, flexible work schedules, process consultation, and mergers and acquisitions.
Case study – OD in general motors ltd. - Organizational Change and Developme...
A classic example of how OD can change an organization for the better is the initiative undertaken by General Motors Corp. at its Tarrytown, New York, auto assembly plant in the 1970s.
By the late 1960s, Tarrytown had earned a reputation as one the least productive plants in the company.
Labor relations and quality were at an all-time low, and absenteeism was rampant, when GM finally decided to take action.
Talent Management Presentation
With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?
Od interventions case study
The CEO held a two-day workshop to address issues with strategy implementation in the organization. On day one, groups used a change puzzle kit to analyze the current organization and develop a vision of the future organization. They identified core changes needed. On day two, groups used a game to develop an integrated, detailed implementation plan addressing leadership tasks. The result was an practical plan that excited and motivated the leaders to work together to implement the strategy.
Talent management
The document discusses talent management, defining it as attracting, developing, and retaining employees to meet organizational needs. It outlines the purpose of talent management as developing leaders internally and maximizing performance. Benefits include retaining top talent, better hiring, understanding employees, and professional development decisions. The talent management process involves workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and critical skills gap analysis. Recent trends in talent management include increased competition for talent, greater use of technology, focus on employer branding, promoting internal talent, and addressing population changes.
Viewers also liked (20)
Reward system hr management od interventions - Organizational Change and D...
Reward system hr management od interventions - Organizational Change and D...
Managing workforce diversity hr management od interventions - Organization...
Managing workforce diversity hr management od interventions - Organization...
Performance appraisal hr management od interventions - Organizational Chan...
Performance appraisal hr management od interventions - Organizational Chan...
High involvement organizations structural od intervention - Organizational...
High involvement organizations structural od intervention - Organizational...
Empowering Employees As Brand Ambassadors Hr.Final
Empowering Employees As Brand Ambassadors Hr.Final
Structural od intervention - Organizational Change and Development - Manu Me...
Structural od intervention - Organizational Change and Development - Manu Me...
Case study – OD in general motors ltd. - Organizational Change and Developme...
Case study – OD in general motors ltd. - Organizational Change and Developme...
More from manumelwin
Volkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin Joy
For more interesting case studies and updates about Gamification, visit my website
https://www.youtube.com/channel/UCm_r2ZYJJBwGJ2rAaRNTNBA/videos
Volkswagen was in need of skilled mechanics. So clearly, they should just jumped on the web and started advertising for open positions, right? Wrong. The best candidates may already be working somewhere else. Volkswagen chose a no less unusual place for their vacancy ads.
Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...
For more interesting case studies and updates about Gamification, visit my website
https://www.youtube.com/channel/UCm_r2ZYJJBwGJ2rAaRNTNBA/videos
The Swedish Armed Forces are recruiting. They need young men and women for an occupation that in many ways is about giving up your own safety in order to help others. They wanted to activate the target group while simultaneously raising the question. Would people sacrifice their own freedom for someone they have no relation to? Are people prepared to show that they care in ways that don’t include sharing something on Facebook or tweeting a specific hash-tag?
IKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin Joy
For more interesting case studies and updates about Gamification, visit my website
https://www.youtube.com/channel/UCm_r2ZYJJBwGJ2rAaRNTNBA/videos
In an attempt to recruit a large number of workers for their new megastore in Australia, IKEA amusingly decided to include what they called ‘Career Instructions’ into each of their flat packs. Based on their traditional furniture instructions, all customers took home the witty application forms without realising. The clever initiative not only minimised the costs on advertising, but it also ensured IKEA fans were targeted.
Bletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin Joy
For more interesting case studies and updates about Gamification, visit my website
https://www.youtube.com/channel/UCm_r2ZYJJBwGJ2rAaRNTNBA/videos
One great historical example of gamification is the Daily Telegraph’s crossword, which British Intelligence agents created along with Alan Turing, to help them recruit new code breakers from the public.
Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...
In statistics, a Yates analysis is an approach to analyzing data obtained from a designed experiment, where a factorial design has been used. This algorithm was named after the English statistician Frank Yates and is called Yates' algorithm.
Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
In statistics, a full factorial experiment is an experiment whose design consists of two or more factors, each with discrete possible values or "levels", and whose experimental units take on all possible combinations of these levels across all such factors.
Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...
This document provides an overview of Duncan's multiple range test, a statistical method used to compare all pairs of means and group means that are not significantly different. It explains the steps to perform Duncan's test, including calculating ranked means, finding critical values using tables, and comparing means to determine grouping. An example using data from a plant study demonstrates how to apply Duncan's test to analyze differences between varietal means.
Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...
The Latin square design is used where the researcher desires to control the variation in an experiment that is related to rows and columns in the field.
Randomized complete block design - Dr. Manu Melwin Joy - School of Management...
A completely randomized design (CRD) is one where the treatments are assigned completely at random so that each experimental unit has the same chance of receiving any one treatment.
For the CRD, any difference among experimental units receiving the same treatment is considered as experimental error.
ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...
Analysis of Variance technique is used to test whether the mean of several samples differ significantly. An agronomist may like to know whether yield per acre will be the same if four different varieties of wheat are sown in different identical plots. A diary farm may like to test whether there is significant difference between the quality and quantity of milk obtained from different classes of cattle. A business manager may like to find out whether there is any difference in the average sales by four salesmen.
Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...
Planning an experiment to obtain appropriate data and drawing inference out of the data with respect to any problem under investigation is known as design and analysis of experiments.
This might range anywhere from the formulations of the objectives of the experiment in clear terms to the final stage of the drafting reports incorporating the important findings of the enquiry
How information system is transforming business - - Dr. Manu Melwin Joy - Sch...
In 2010, American businesses will spend over $562 billion on information systems hardware, software, and telecommunications equipment. In addition, they will spend another $800 billion on business and management consulting and services—much of which involves redesigning firms’ business operations to take advantage of these new technologies.
Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...
The computer networking revolution began in the early 1960s and has led us to today s technology. The Internet was first invented for military purposes, and then expanded to the purpose of communication among scientists. The invention also came about in part by the increasing need for computers in the 1960s. The Internet is bringing a revolution along with it. Access to information combined with global supply and demand is reshaping established conventions and destroying old world definitions.
Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...
A smartphone is a handheld personal computer with a mobile operating system and an integrated mobile broadband cellular network connection for voice, SMS, and Internet data communication; most if not all smartphones also support Wi-Fi. Smartphones are typically pocket-sized, as opposed to tablets, which are much larger.Smartphones became widespread in the late 2000s. In the third quarter of 2012, one billion smartphones were in use worldwide. Global smartphone sales surpassed the sales figures for feature phones in early 2013.
Definition of information system - Dr. Manu Melwin Joy - School of Management...
An information system has six main components: hardware, software, data, procedures, people, and communication. Hardware includes devices like CPUs, input/output devices, and storage devices. Software includes computer programs and supporting manuals. Data are the facts used by programs to produce useful information. Procedures are the policies governing computer system operation. People include users, operators, maintainers, and network support. Communication allows interaction between computers and users.
PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...
Image result for pestel analysis
A PESTEL analysis is a framework or tool used by marketers to analyse and monitor the macro-environmental (external marketing environment) factors that have an impact on an organisation. The result of which is used to identify threats and weaknesses which is used in a SWOT analysis.
Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy
Neuro human resource management is a new field of human resource management which uses medical technologies such as functional Magnetic Resonance Imaging (fMRI) to study the brain's responses to enhance employee experience. The term Neuro Human Resource Management (NHRM) was coined by noted HR expert Dr. Manu Melwin Joy in April 2017.
B2B marketing - Manu Melwin Joy
Industrial marketing (B2B) is the marketing of goods and services by one business to another. Industrial goods are those an industry uses to produce an end product from one or more raw materials.
Industrial marketing - Manu Melwin Joy
Industrial marketing, also known as business-to-business (B2B) marketing, involves the sale of goods and services between businesses. It focuses on marketing industrial goods, which are materials and components used by industries in the production of end products. Industrial marketing is characterized by one-to-one relationships between sellers and buyers, complex multi-stage buying processes that require approval from several decision makers, and long selling cycles that involve prospecting, qualifying leads, presentations, contract negotiations and more.
Green marketing - Manu Melwin Joy
Green marketing is the of products that are presumed to be environmentally safe. It incorporates a broad range of activities, including product modification, changes to the production process, sustainable packaging, as well as modifying advertising.
More from manumelwin (20)
Volkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin Joy
Volkswagen Hidden Advert - Gamification in Recruitment - Dr. Manu Melwin Joy
Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...
Swedish Armed Force - Who Cares? - Gamification in Recruitment - Dr. Manu Mel...
IKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin Joy
IKEA - Assemble your career - Gamification in Recruitment - Dr. Manu Melwin Joy
Bletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin Joy
Bletchley Park’s crossword - Gamification in Recruitment - Dr. Manu Melwin Joy
Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...
Yates’ algorithm for 2n factorial experiment - Dr. Manu Melwin Joy - School o...
Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
Factorial design - Dr. Manu Melwin Joy - School of Management Studies, Cochin...
Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...
Ducan’s multiple range test - - Dr. Manu Melwin Joy - School of Management St...
Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...
Latin square design- Dr. Manu Melwin Joy - School of Management Studies, Coch...
Randomized complete block design - Dr. Manu Melwin Joy - School of Management...
Randomized complete block design - Dr. Manu Melwin Joy - School of Management...
ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...
ANOVA - Dr. Manu Melwin Joy - School of Management Studies, Cochin University...
Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...
Design of experiments - Dr. Manu Melwin Joy - School of Management Studies, C...
How information system is transforming business - - Dr. Manu Melwin Joy - Sch...
How information system is transforming business - - Dr. Manu Melwin Joy - Sch...
Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...
Internet revolution - Dr. Manu Melwin Joy - School of Management Studies, Coc...
Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...
Smart phone revolution - Dr. Manu Melwin Joy - School of Management Studies, ...
Definition of information system - Dr. Manu Melwin Joy - School of Management...
Definition of information system - Dr. Manu Melwin Joy - School of Management...
PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...
PESTEL Analysis - Manu Melwin Joy - School of Management Studies, Cochin Univ...
Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy
Oxytocin and Trust - Neuro Human Resource Management (NHRM) - Manu Melwin Joy
Recently uploaded
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
skeleton System.pdf (skeleton system wow)
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
How to Manage Reception Report in Odoo 17
A business may deal with both sales and purchases occasionally. They buy things from vendors and then sell them to their customers. Such dealings can be confusing at times. Because multiple clients may inquire about the same product at the same time, after purchasing those products, customers must be assigned to them. Odoo has a tool called Reception Report that can be used to complete this assignment. By enabling this, a reception report comes automatically after confirming a receipt, from which we can assign products to orders.
Benner "Expanding Pathways to Publishing Careers"
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
How to Download & Install Module From the Odoo App Store in Odoo 17
Custom modules offer the flexibility to extend Odoo's capabilities, address unique requirements, and optimize workflows to align seamlessly with your organization's processes. By leveraging custom modules, businesses can unlock greater efficiency, productivity, and innovation, empowering them to stay competitive in today's dynamic market landscape. In this tutorial, we'll guide you step by step on how to easily download and install modules from the Odoo App Store.
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
Practical manual for National Examination Council, Nigeria.
Contains guides on answering questions on the specimens provided
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as discipline
NIPER 2024 MEMORY BASED QUESTIONS.ANSWERS TO NIPER 2024 QUESTIONS.NIPER JEE 2...
NIPER JEE PYQ
NIPER JEE QUESTIONS
MOST FREQUENTLY ASK QUESTIONS
NIPER MEMORY BASED QUWSTIONS
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
مصحف أحرف الخلاف للقراء العشرةأعد أحرف الخلاف بالتلوين وصلا سمير بسيوني غفر الله له
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
HYPERTENSION - SLIDE SHARE PRESENTATION.
IT WILL BE HELPFULL FOR THE NUSING STUDENTS
IT FOCUSED ON MEDICAL MANAGEMENT AND NURSING MANAGEMENT.
HIGHLIGHTS ON HEALTH EDUCATION.
Bossa N’ Roll Records by Ismael Vazquez.
Bossa N Roll Records presentation by Izzy Vazquez for Music Retail and Distribution class at Full Sail University
Recently uploaded (20)
Juneteenth Freedom Day 2024 David Douglas School District
Juneteenth Freedom Day 2024 David Douglas School District
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
REASIGNACION 2024 UGEL CHUPACA 2024 UGEL CHUPACA.pdf
REASIGNACION 2024 UGEL CHUPACA 2024 UGEL CHUPACA.pdf
How to Download & Install Module From the Odoo App Store in Odoo 17
How to Download & Install Module From the Odoo App Store in Odoo 17
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
Geography as a Discipline Chapter 1 __ Class 11 Geography NCERT _ Class Notes...
NIPER 2024 MEMORY BASED QUESTIONS.ANSWERS TO NIPER 2024 QUESTIONS.NIPER JEE 2...
NIPER 2024 MEMORY BASED QUESTIONS.ANSWERS TO NIPER 2024 QUESTIONS.NIPER JEE 2...
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
Goal settting hr management od interventions - Organizational Change and Development - Manu Melwin Joy
- 1. Goal Setting HR management OD intervention
- 2. Prepared By Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations. Manu Melwin Joy Assistant Professor Ilahia School of Management Studies Kerala, India. Phone – 9744551114 Mail – manu_melwinjoy@yahoo.com
- 3. Goal Setting • Goal Setting: This change program involves setting clear and challenging goals. It attempts to improve organization effectiveness by establishing a better fit between personal and organizational objectives.