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This document summarizes key assumptions and values of organizational development. It is submitted by Priyanka, Garima, Deepika, and Sonam. The document states that organizational development is a planned, organization-wide effort managed from the top to increase effectiveness and health through interventions using behavioral science knowledge. It then lists 10 assumptions of organizational development and discusses values like rationality, scientific rationality, organizational rationality, and that organizational development reflects a trimodal humanism and clinical emphasis.
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Organization development
This document provides an overview of organizational development and interventions. It defines organizational development as a deliberately planned effort to increase an organization's relevance and viability. The key aspects covered include:
- The meaning, definitions, objectives, assumptions, values and process of organizational development.
- Common organizational development interventions like team building, coaching, large group interventions and leadership development.
- The assumptions underlying organizational interventions, which include viewing groups as the basic building blocks and aiming to reduce inappropriate competition between parts of an organization.
- The effectiveness of organizational development in providing opportunities for employees and organizations to reach their full potential and treating people with dignity and respect.
Organisational development
OD refers to a long-range effort to improve an organization’s problem-solving capabilities and its ability to cope with changes in its external environment with the help of external or internal behavioral-scientist consultants.
Chp 3 group behaviour
The document discusses different organizational structures including functional, divisional, matrix, line and staff, and project structures. It provides details on each structure, such as the functional structure grouping employees by the function they perform and the divisional structure grouping them by product or market. The matrix structure combines functional and product structures. The line and staff structure combines a line structure with approval flows and staff departments for support. A project structure organizes teams to complete specific projects.
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Ocd
- 1. A Critical Inquiry into Some Assumptions and Values Characterizing OD Submitted by: Priyanka Garima Deepika Sonam Garima
- 2. Organizational Development?? It is an effort: • Planned • Organization-wide • Managed from the top • Increase organization effectiveness and health through planned interventions in the organization’s “processes” using behavioral – science knowledge.
- 3. Assumptions Drives personal growth & development Higher level of contribution to the attainment of organizational than most organizational environments will permit Psychologically relevant reference group- work group Accepted & interact with atleast one small reference group Group members, not just leader, are critical to group effectiveness Suppressed feelings adversely affect personal growth, problem solving and job satisfaction Level of interpersonal trust support, and cooperation is lower than necessary or desirable Policies & practices of the larger org affect the small work group Win-lose conflict strategies are ultimately deleterious to over –all org effectiveness OD interventions must be reinforced by the org total human-resources system
- 4. • Organizations are most realistically described using an open- systems model.
- 5. • Contemporary human and organizational values are both in transition and approaching convergence • Increasing requirement for developing social technologies to effect task performance • Western society is characterized by continual & significant growth.
- 6. Values • Value of Rationality Rationality Scientific Rationality Organizational Rationality • OD reflects a Trimodal Humanism • OD literature reveals an elitist value posture • OD is strongly characterized by a clinical emphasis.