This document discusses organizational development (OD) consulting and the consultant-client relationship. It outlines the roles and responsibilities of consultants, including providing information and recommendations to clients, solving problems, making diagnoses, and assisting with implementation. The document also discusses areas of issues that can arise in the relationship, such as defining responsibilities, building trust, and ensuring ethical standards. Finally, it provides tips for consultants on building effective relationships with clients and achieving positive outcomes.
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
Organizational Development is of the most concurrent HR subject specialization, aims to improve strategic human resource management role to improvise the business and organization development. action research and organizational diagnosis, various tools and techniques like sensitivity training, T group interventions help the readers to understand better details.
Implications of Organizational Development Organizational Change and Develop...manumelwin
Most individuals believe in their personal growth.
Majority of the people are desirous of making greater contributions to the organizations they are serving.
T- group individual OD interventions - Organizational Change and Development...manumelwin
A T-group is a form of group training where participants themselves (typically, between eight and 15 people) learn about themselves (and about small group processes in general) through their interaction with each other.
They use feedback, problem solving, and role play to gain insights into themselves, others, and groups.
Organisational development and its techniquesPrarthana Joshi
It includes what is organizational development and various techniques. Its also includes a case study on organizational development in TCS organisation.
Third party peace making team work group OD interventions - Organizational ...manumelwin
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.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
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.
Beckhards confrontation meeting - comprehensive OD interventions - Organiza...manumelwin
The confrontation meeting is developed by Richard Beckhard, is a one day meeting of the entire management of an organization, in which they take a reading of their own organizational health.
In a series of activities, the mgt group generates information about its major problems, analyzes the underlying causes, develops action plans to correct the problems, and sets a schedule foe completed remedial work.
This intervention is an important one in OD. It is quick, simple, and reliable way in which to generate data about an organization and to set the action plans.
Action research - OD process - Organizational Change and Development - Manu...manumelwin
Dual purpose of action research:
Making action more effective.
Building a body of scientific knowledge around that action.
Action refers to: Programs and interventions designed to solve problems and improve conditions.
Survey feedback - comprehensive OD interventions - Organizational Change an...manumelwin
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.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
Organizational Development is of the most concurrent HR subject specialization, aims to improve strategic human resource management role to improvise the business and organization development. action research and organizational diagnosis, various tools and techniques like sensitivity training, T group interventions help the readers to understand better details.
Implications of Organizational Development Organizational Change and Develop...manumelwin
Most individuals believe in their personal growth.
Majority of the people are desirous of making greater contributions to the organizations they are serving.
T- group individual OD interventions - Organizational Change and Development...manumelwin
A T-group is a form of group training where participants themselves (typically, between eight and 15 people) learn about themselves (and about small group processes in general) through their interaction with each other.
They use feedback, problem solving, and role play to gain insights into themselves, others, and groups.
Organisational development and its techniquesPrarthana Joshi
It includes what is organizational development and various techniques. Its also includes a case study on organizational development in TCS organisation.
Third party peace making team work group OD interventions - Organizational ...manumelwin
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.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
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.
Beckhards confrontation meeting - comprehensive OD interventions - Organiza...manumelwin
The confrontation meeting is developed by Richard Beckhard, is a one day meeting of the entire management of an organization, in which they take a reading of their own organizational health.
In a series of activities, the mgt group generates information about its major problems, analyzes the underlying causes, develops action plans to correct the problems, and sets a schedule foe completed remedial work.
This intervention is an important one in OD. It is quick, simple, and reliable way in which to generate data about an organization and to set the action plans.
Action research - OD process - Organizational Change and Development - Manu...manumelwin
Dual purpose of action research:
Making action more effective.
Building a body of scientific knowledge around that action.
Action refers to: Programs and interventions designed to solve problems and improve conditions.
Survey feedback - comprehensive OD interventions - Organizational Change an...manumelwin
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.
Future of Organizational Development - Organizational Change and Development...manumelwin
the following concerns remain constant for leaders and OD practitioners. How do we:
build a sustainable high-performance organization in which individual workers take an active part in achieving the required output?
Appropriately build engaged, proactive, empowered staff when there are limited reward levers organization can pull while needing to hold staff accountable?
Solve the problems of aligning and integrating diverse cultural elements?
POWER AND POLITICS
Study questions.
What is power?
How do managers acquire the power needed for leadership?
What is empowerment, and how can managers empower others?
What are organizational politics?
Study questions.
How do organizational politics affect managers and management?
Can the firm use politics strategically?
“Power tends to corrupt; absolute power corrupts absolutely”
--- Lord Acton
POWER
A capacity that A has to influence the behavior of B so that B acts in accordance with A’s wishes.
DEPENDENCY
B’s relationship to A when A possesses something that B requires.
Consultancy skills
Marketing Consultancy
PR Operations
Sales training
Advertising / Corporate Films
Market research
Competitive analysis
Brand launches
Brand relaunches
Extensions of product life cycle
Design of logos, pamphlet, booklet, brochure, and websites.
All kind of promotional activities.
IPO Marketing
Advertising and corporate films
5 Characteristics Of Successful Intermediary Organisationsikmediaries
Presentation by Catherine Fisher (IDS) on 5 characteristics of successful intermediary organsiations, given at the 3rd I-K-Mediary workshop in Brighton, November 2009.
Many people have misconception or lack of understanding about How Consultants work?
This document will probably answer all Major Questions what usually a Business Owner have before hiring a Consultant. Some of them are below.
Dos and Dont for Consultants
Why they charge so high?
Why a Business should hire a consultant?
How can a consultant help my business?
What are the different types of consultants?
How much does a consultant typically charge?
How do I find the right consultant for my business?
What should I look for in a consultant?
What questions should I ask a consultant before hiring them?
How long does a typical consulting engagement last?
What is the process for working with a consultant?
How can I measure the success of a consulting engagement?
LPC Managing Differences and Difficult PopulationsGlenn Duncan
This is part 4 of 5 in a 30 hour lecture series on Clinical Supervision for Mental Health Professionals. This was made for the Approved Clinical Supervisor Certificate through the NBCC. This interactive workshop focuses on the major elements of managing differences between supervisors and supervisees and issues surrounding working with difficult supervisees. In this workshop, participants will learn about the influence of individual, cultural and developmental differences between supervisors and supervisees. Different aspects of individual differences are covered (e.g., differences in belief systems and theoretical orientation between supervisor and supervisee). Different aspects of cultural differences are covered as are different aspects of developmental differences (e.g., supervisee and supervisor experiential levels). Participants will discuss areas of difficulties with supervisees, including an introduction to progressive discipline policies and due process, transference and countertransference, and other generic problems with supervisees. Teaching methods include lecture, interactive exercises and group participation/discussion.
Lesson 1 Discipline and Idea in Applied Social Sciencerenzguioguio
Lesson 1 Discipline and Idea in Applied Social Science Lesson 1 Discipline and Idea in Applied Social Science Lesson 1 Discipline and Idea in Applied Social Science Lesson 1 Discipline and Idea in Applied Social Science Lesson 1 Discipline and Idea in Applied Social Science
Personal Finance Professional Ethics & Standards of Practice - A Professional...milfamln
This webinar covers a high level introduction to the subject of ethics as a primer for understanding the basics of ethics (for those who may not have had any previous formal education or training in ethics). This will help to serve as a framework for approaching the discussion of case studies. A number of brief case studies will be presented, and participants will be given an opportunity to respond in text to questions posed about each case study, including how they might respond in these situations. We will then consider and discuss the case study scenario and our various responses.
Personal Finance Professional Ethics & Standards of Practice - A Professional...
Issues in c c relationships
1.
2. A person or organization using the services of
a lawyer or other professional person or
company .
3. A person who provides expert advice
professionally in a specific field and has wide
knowledge of the subject matter.
Internal consultant
External consultant
4. 1. Providing information to client.
2. Solving a client’s problem.
3. Making a diagnosis.
4. Making recommendations.
5. Assisting with implementation.
6. Building a consensus
7. Facilitate client learning.
8. Permanently improving organization's
effectiveness.
5. AREAS OF ISSUES IN CONSULTANT –
CLIENT RELATIONSHIP
Entry and contracting
Defining the client system
Trust
The nature of consultant’s expertise
Diagnosis and appropriate interventions
The depth of interventions
6. On being absorbed by the culture
The consultant as a model
The consultant team as a microcosm
Action research and the od process
Client dependency and terminating the
relationship
Ethical standards in OD
Implications of OD for the client
7. OD Consulting contract can occur in various
ways.
The consultants & clients begin to sought out
what group should do to in order to start a
logicalOD intervention.
When both the parties agree , this becomes
the overall psychological contract.
8. Usually the consultant is referred as singular
but there can also be consultant teams.
9. People will be encouraged to criticize their
superiors.
Subordinates may be concerned that they
will be manipulated toward their superior’s
goals with little attention given to their own.
10. It is possible and desirable for the OD
consultant to be an expert .
But the OD consultant also needs to resist the
temptation of playing the content expert.
OD consultant should be prepared to
describe in broad outline what the
organization might look like.
11. Temptation to a apply a particular
intervention technique.
Appropriate interventions with intensive look
at the data.
13. Consultant let himself indulge into joining the
culture of the client organization.
14. The consultant should practice what he she
preaches.
The consultant should give out clear
messages.
15. The team must set an example of an effective
unit to enhance its credibility
The team should have n effective
interpersonal relationship.
Practitioner should also focus on continuous
growth & process renewal.
17. Relationship between consultant and client
depends on :
consultant competence :the longer the
consultant are able to provide innovative and
productive intervention the more longer the
relationship will lasts.
Client resourcefulness & capabilities in OD.
18. LouisWhite & KevinWooten see five
categories of ethical dilemmas in OD practice
stemming from either the client or consultant
actions or both. These are :
1. misrepresentation & collusion
2. Misuse of data
3. Manipulation and coercion
4. Value & goal conflicts
5. Technical ineptness
19. 1. Honesty
2. Openness
3. Voluntarism
4. Integrity
5. Confidentiality
6. The development of people
7. The development of consultant expertise
8. High standards & self-awareness
20. 1. To enlarge the database for making
management decisions
2. To expand the influence process
3. To capitalize the strengths of formal system
4. To become more responsive
5. To legitimize conflicts
6. To examine its own leadership style
7. To encourage collaborative management
21. BETRANSPARENT
UNDER COMMIT-OVER DELIVER
DON’T BE AFTRAIDTOTELLTHE CLIENT
THATYOU HAVE A DIFFERENCE OF
OPINION
SOCIALIZE
OFFER KNOWLEDGETRANSFER INTHE
FORM OF COACHING & MENTORING.