This document provides an overview of an Organization Development course for the Spring 2021 semester. It discusses the course code, title, department, instructor, and learning objectives. It then covers various topics related to Organization Development, including challenges organizations face, the meaning and objectives of OD, characteristics of OD, and levels of human systems. It also discusses the work of OD practitioners, OD perspectives, a brief history of OD, mainstream OD practices, and the role of the OD professional.
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
Provides an overview of organization development (OD), focusing particularly on the intervention processes available. Categories or types of intervention are noted, and the depth of intervention is recognised as a key decision point for OD practitioners.
Structural od intervention - Organizational Change and Development - Manu Me...manumelwin
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.
Organisation Development Models is a critical topic in Human Resource Development. Topics such as Basics of OD, Intervention Methods and the role of HR in OD is mentioned in these slides. Have Fun!!!
Chapter 11 Managing Change and InnovationRayman Soe
Richard L. Daft addresses themes and issues directly relevant to both the everyday demands and significant challenges facing businesses today. Comprehensive coverage helps develop managers able to look beyond traditional techniques and ideas to tap into a full breadth of management skills. With the best in proven management and new competencies that harness creativity, D.A.F.T. is Management!
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.
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
Provides an overview of organization development (OD), focusing particularly on the intervention processes available. Categories or types of intervention are noted, and the depth of intervention is recognised as a key decision point for OD practitioners.
Structural od intervention - Organizational Change and Development - Manu Me...manumelwin
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.
Organisation Development Models is a critical topic in Human Resource Development. Topics such as Basics of OD, Intervention Methods and the role of HR in OD is mentioned in these slides. Have Fun!!!
Chapter 11 Managing Change and InnovationRayman Soe
Richard L. Daft addresses themes and issues directly relevant to both the everyday demands and significant challenges facing businesses today. Comprehensive coverage helps develop managers able to look beyond traditional techniques and ideas to tap into a full breadth of management skills. With the best in proven management and new competencies that harness creativity, D.A.F.T. is Management!
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.
What is Organizational development..? What is OD Process..? Characteristic of...Harsh Tamakuwala
Introduction of Organizational development, Definition of Organizational development, Nature Of Organizational development, Characteristic of Organizational development, Objective of Organizational development, Assumption of Organizational development, Process
Organization development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency and/or to enable the organization to achieve its strategic goals.
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Chapter 1 organization development- an introduction
1. Course Code: HRM601
Course Title: Organization
Development
Program: MBA / EMBA, Semester: Spring, 2021
Department of Business Administration
Leading University
BAB, Faculty of Business Administration, LU
2. Course Teacher:
Professor Dr. Bashir Ahmed Bhuiyan
Dean
School of Business
BAB, Faculty of Business Administration, LU
4. Learning Objectives
After reading this article you will learn about:-
1. Challenges for Organizations
2. Meaning of Organization Development (O.D)
3. Objectives of Organization Development
4. Characteristics
5. Steps in Organization Development
BAB, Faculty of Business Administration, LU
5. Challenges for Organization
1. Organization needs to adapt to the changing market needs .
2. Challenges from turbulent environments and increased competition.
3. The constant challenges to maintain congruence among organizational
dimensions, such as, technology, structure, strategy, culture and processes,
4. In quest for global competitiveness, organization needs to involve with –
reengineering, restructuring, transformation, flattening, downsizing, rightsizing
strategies.
5. Due to economic downturn organizations are exposed to a blatant weakness in
managing organization.
6. Modern managers should be flexible and adaptive to deal with chaotic world of
new competitors and constant innovation.
7. Threats to effectiveness, efficiency and profitability
BAB, Faculty of Business Administration, LU
6. Challenges for Organization
8. Multiple Challenges for Individuals in Organizations:
Finding satisfaction in and through work.
Fighting obsolescence of one’s knowledge and skills.
Maintaining dignity and purpose in pursuit of organizational goals.
Achieving human connectedness and community in the workplace.
Continuing to have an adequate job in light of constant layoffs and cutbacks.
Although new jobs are being created, old jobs are being destroyed at an
accelerating pace.
Knowledge work is replacing muscle work.
In essence, organizations and individuals work there are facing tremendously
demanding present and future.
BAB, Faculty of Business Administration, LU
7. How to survive and prosper by
overcoming the challenges?
A variety of organization development(OD) and other solutions exist. OD is a
process of teaching people how to solve problems, take advantage of
opportunities, and learn how to do that better and better overtime.
OD focuses on human side of organizations by finding the ways to increase
effectiveness of individuals, teams, and the organization’s human and social
processes.
The dual focus of developing organizations and individuals is unique strength
of OD.
The people in an organization collaboratively can manage the culture to
attain goals and purposes furthering human values of individuals in an
organization.
BAB, Faculty of Business Administration, LU
8. Meaning of Organization Development
(O.D)
Organization Development (OD) concerns system wide planned change, uses
behavioral science knowledge, targets human and social process of
organizations, and intends to build the capacity to adapt and renew
organizations
The “O” is about organizations (systems) of all kinds; the units throughout society
that are human organizations existing to accomplish some purpose
The “D” is about change & improvement; growing towards something, getting
better at one’s mission, improving how work gets done & people live their lives
BAB, Faculty of Business Administration, LU
9. Meaning of Organizational Development
(O.D)
OD is…
A mindset (way of seeing the organization world)
A set of value-based perspectives
A philosophy of organizing, managing and changing organizations that include
the human element.
An integration, across disciplines, of theories, concepts and methods, for
understanding & changing human systems (anthropology, psychology,
sociology, behavioral science)
A field of study & practice
BAB, Faculty of Business Administration, LU
10. Meaning of Organizational Development
(O.D)
Organizational (or organization) Development or simply O.D. is a technique of
planned change. It seeks to change beliefs, attitudes, values and structures-in
fact the entire culture of the organization—so that the organization may better
adapt to technology and live with the pace of change.
O.D. is a comprehensive strategy for organization improvement. O.D. is a long
range effort to improve an organization’s problem solving and renewal
processes, particularly through a more effective and collaborative management
culture.
BAB, Faculty of Business Administration, LU
11. R. Beckhard defines O.D. as a change
strategy which is:
Planned.
Organization-wide.
Managed from the top to increase
organization effectiveness and health
through planned interventions in the
organization’s processes, using
behavioral science knowledge.
BAB, Faculty of Business Administration, LU
12. Organization Development and Management
Development are complementary
BAB, Faculty of Business Administration, LU
13. Objectives of Organisational
Development:
Improvement in the performance of the
organization.
Improvement in the ability of the
organization to adapt to its
environment, and
Improvement in inter-personal and
inter-group behavior to secure team
work. BAB, Faculty of Business Administration, LU
14. The Main Conceptual Framework of OD
Action Research
Data based
Action derived from data
“No Action without Research, No research without Action”
-Kurt Lewin
BAB, Faculty of Business Administration, LU
15. Other Important Conceptual Frameworks
in OD
• Individual Perspective
• Motivation / need theories
• Job satisfaction
• Positive Reinforcement
• Group Perspective
• Group norms and values
• Interpersonal competence
• Changing Values
• Organizational Learning
• Group Process
• Total System perspective
• Participative, consensus
management
• Contingency Theory
• Strategy
• Inter-unit relations
• Employee-organization
“contracts”
BAB, Faculty of Business Administration, LU
16. Characteristics of Organisation Development
1. Organization development is an educational strategy for bringing a planned change.
2. It is related to real problems of the organization.
3. Laboratory training methods based on experienced behaviour are primarily used to bring
change.
4. O.D. uses change agent (or consultant) to guide and affect the change.
5. There is a close working relationship between change agents and the people who are being
changed.
6. O.D. seeks to build problem-solving capacity by improving group dynamics and problem
confrontation.
17. Characteristics of Organisation
Development
O.D. reaches into all aspects of the organization culture in order to make it more
humanly responsive.
O.D. is a long term approach to elevate the organization to a higher level of
functioning and performance by satisfying all organizational members.
O.D. is broad-based and describes a variety of change programs. It is concerned with
changes in organizational design, philosophies, skills of individuals and groups etc.
O.D. is a dynamic process. Dynamism works through changing goals and methods.
O.D. utilizes systems thinking. It is based on open, adaptive systems concept which
is constituted by interrelated whole.
O.D. is research based. Change agents conduct surveys, collect data, evaluate and
then decisions are taken.
O.D. is situational and contingency oriented.
18. Levels of Human Systems
Organization Network
Whole Organization
Group
Interpersonal
Individual
19. The Work of OD
OD practitioners work in a manner to improve the effectiveness of people and
OD practitioners work in a manner to improve the effectiveness of people and
organizations by:
1) Establishing relationships with key personnel in the organization
2) Researching and evaluating systems in the organization to understand dysfunctions
and/or goals of the systems in the organization
3) Identifying approaches (or "interventions") to improve effectiveness of the
organization and its people;
4) Applying approaches to improve effectiveness (methods of "planned change" in
the organization),
5) Evaluating the ongoing effectiveness of the approaches and their results. 1
20. What are OD Perspectives?
An open, socio-technical, human systems perspective
on organizing & organizations
A participative, action research orientation to
inquiry, diagnosis & change
An inclusive perspective on planning, problem-solving
& change
A humanistic perspective on relationships, managing
& ethics
A developmental perspective on individual &
21. A Short History of OD:
Intellectual Roots based on the early works of:
Human Relations work that highlighted the primacy of
social factors, attitudes, and feelings in organization
behavior, influencing productivity and morale (Roethlisberger
and Dickson, 1939; Mayo, 1945; Homans, 1950)
Leadership that brought legitimacy to participative and
democratic methods (Lewin and Lippitt, 1938; Follett, 1941; Likert, 1961;
Tannenbaum and Schmidt, 1973)
Group Dynamics and focus on group behavior,
interpersonal relations, and self-awareness (Cartwright and
Zander, 1954; Bennis and Shepard, 1956; Bradford, Gibb, and Benne, 1964; Schein and
Bennis; 1965)
22. Intellectual Roots of OD based on the
early works of:
The Person, Motivation, and Interpersonal
Communication (Maslow, 1954; Rogers, 1961; Argyris, 1965; McGregor,
1960)
Use of Data and Diagnosis to guide change
including survey research methods and action
research(Mann, Lippitt, Lewin, Nadler)
Environments, structures, systems and socio-
technical principles helping to bring design
and work process into the picture (Trist and Bamforth,
1951; Burns and Stalker, 1961; Lawrence and Lorsch, 1967; Katz and Kahn, 1966).
23. Elements of Organization
Development (60s – 90s)
Strategy and Strategic Management (Raia, Lawler, Porter, Greiner,
Beer, Worley, Hitchin &Ross)
Organization Design (Hanna, Galbraith, Lawler, Cummings, Mohrman, Nadler,
Lawrence & Lorsch, Pasmore, Trist, Emery, Cherns)
Power, Politics and Economics (Greiner & Schein, Marguiles, Pfeffer,
Walton, Block)
“Whole” Systems and Large Group Methods (Beckhard, Dannemiller,
Weisbord, Axelrod, Owen, Bunker & Alban)
Appreciative & positive science perspectives & methods
(Cooperider, Bushe, Watkins, Yeager, Sorenson)
(Jamieson, NJOD, May, 2009
24. Mainstream OD Practices/Interventions:
Participation / Involvement
Team effectiveness / team
building
Process Consultation
Goal setting and planning
Job enrichment
Change Management
Training for personal and
professional development
Coaching leaders / Leadership
Development
Feedback processes / Performance Improvement
Developing potential / Career development /
Succession planning
Collaborative planning, problem-solving &
development
Organizational structure / reporting systems
Large-scale interventions
25. Application for OD approach
Workforce
Development
Leadership
Career Development
Training and Development
Coaching
Human Resources Planning
Talent Management
Performance Consulting
Job/Task Analysis
Job Design / Enrichment
Change
Management
Large Systems Change
Small System Change
Individual Change
Process Improvement
Social Construction
Diversity
Appreciative Inquiry /
Action Research
New Science
26. Who is the OD Professional?
The OD professional’s effectiveness is
dependent on how he/she thinks & acts …
the conceptual ability and skill sets
Ultimately, in service/helping roles, the use
of self influences outcomes
OD has long stressed the importance of use
of self, leading to an emphasis on personal
growth & development in the service of
helping others
27. Use of Self is…
Conscious, intentional use of our self-knowledge,
capabilities and presence (who we are) to
successfully execute our professional role in
service to others or a situation
Being an instrument for sensing (taking in data),
meaning-making (understanding) and action-
taking (doing something) in human system settings
in service of helping
28. The Path to Masterful Practice
Use of Self (self-awareness, authentic
presence)
Consultative Relationship (e.g., influence-
based, equal partners, collaboration, inquiry)
Knowledge in Behavioral & Organizational
Sciences (content, process & sense-making)
Execution Skills (e.g., communication,
diagnosis, design, facilitation, learning)