This document discusses organizational development at Microsoft. It provides an introduction to OD, describing it as a field of human resource management that takes a behavioral and social science approach to change management. It then outlines several OD intervention techniques at the individual, team, and organizational level, including role negotiation, management training, job redesign, team building, and structural redesign. The document also provides an overview of Microsoft, its vision, strategy, employee community initiatives, and changes initiated by leadership. It concludes by recommending that OD interventions identify required stakeholders and change business strategies and systems in response to disruptions.
Organizational Change
Forces for Change
Case Study – General Motors
Planned vs Unplanned Change
Case Study – Coca Cola
Resistance to Change
Dealing with Resistance
Case Study – Uber
Approaches to Change Management
Case Study – Merger of ING Vysa and Kotak Mahindra Bank
Organizational Change
Forces for Change
Case Study – General Motors
Planned vs Unplanned Change
Case Study – Coca Cola
Resistance to Change
Dealing with Resistance
Case Study – Uber
Approaches to Change Management
Case Study – Merger of ING Vysa and Kotak Mahindra Bank
Profile of Accenture
Accenture’s Matrix Organization
Mode of communication in Accenture
Effective communication in Accenture
Culture in Accenture
Mechanistic Structure
Organic structure
Formal communication
INFormal communication
Vertical Communication:
Upward and downward flows of communication
Horizontal Communication:
Diagonal Communication:
INTERNAL COMMUNICATION:
EXTERNAL COMMUNICATION:
EMAIL
MINUTES OF MEETING
Individualism and group:
Transforming Organisational Development – A Case Study The HR Observer
A case study which shows how a structured methodology called IMPACT™ transforms one of the UAE’s best known organisations from the inside out. The results speak for themselves: Increased organisational effectiveness driven by internal staff and leadership in a period of less than 12 months. Incredible renewed enthusiasm, engagement and return on investment from a learning and development program initiative, which drives managers to become change champions and internal management consultants. This case study shows a practical approach to improving organisational effectiveness, engaging individual managers and use of internal talents to deliver superior financial results
Dr Richard Scott Taylor, Managing Partner and Founder, Innesskirk Global
Definition of Learning
Definition of Learning Organization
Building Blocks of the Learning Organization
Benefits of a learning organization
Units of learning
Review of Chapter
Contents of the PPT are:
* Organisation
* Features of Organisation
* Organisational Behaviour
* Concept of OB
* Nature of OB
* Challenges of OB
* Importance/Role of OB
* Approaches of OB
Microsoft Corporate Social Responsibility
Their Projects Project Siksha, Project Saksham, Youth Spark Project Jyothi
EMPOWER Transforming education and expanding digital inclusion
Imagine Unleashing future innovators
Digigirlz India
Bill & Melinda Gates Foundation is the largest private foundation in the world, founded by Bill and Melinda Gates
Microsoft is ranked No 1 in world ranking for CSR for the years 2012 and 2013.
Profile of Accenture
Accenture’s Matrix Organization
Mode of communication in Accenture
Effective communication in Accenture
Culture in Accenture
Mechanistic Structure
Organic structure
Formal communication
INFormal communication
Vertical Communication:
Upward and downward flows of communication
Horizontal Communication:
Diagonal Communication:
INTERNAL COMMUNICATION:
EXTERNAL COMMUNICATION:
EMAIL
MINUTES OF MEETING
Individualism and group:
Transforming Organisational Development – A Case Study The HR Observer
A case study which shows how a structured methodology called IMPACT™ transforms one of the UAE’s best known organisations from the inside out. The results speak for themselves: Increased organisational effectiveness driven by internal staff and leadership in a period of less than 12 months. Incredible renewed enthusiasm, engagement and return on investment from a learning and development program initiative, which drives managers to become change champions and internal management consultants. This case study shows a practical approach to improving organisational effectiveness, engaging individual managers and use of internal talents to deliver superior financial results
Dr Richard Scott Taylor, Managing Partner and Founder, Innesskirk Global
Definition of Learning
Definition of Learning Organization
Building Blocks of the Learning Organization
Benefits of a learning organization
Units of learning
Review of Chapter
Contents of the PPT are:
* Organisation
* Features of Organisation
* Organisational Behaviour
* Concept of OB
* Nature of OB
* Challenges of OB
* Importance/Role of OB
* Approaches of OB
Microsoft Corporate Social Responsibility
Their Projects Project Siksha, Project Saksham, Youth Spark Project Jyothi
EMPOWER Transforming education and expanding digital inclusion
Imagine Unleashing future innovators
Digigirlz India
Bill & Melinda Gates Foundation is the largest private foundation in the world, founded by Bill and Melinda Gates
Microsoft is ranked No 1 in world ranking for CSR for the years 2012 and 2013.
Training and development - Individual OD interventions - Organizational Chan...manumelwin
Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.
Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.
Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate
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!!!
Organizational Change and Development - Module 2 - MG University - Manu Melwi...manumelwin
Organizational development –Concept and evolution-nature and characteristics.
First order and second order Change.
Foundations of Organizational Development.
Conceptual frame work of OD –Action Research Model-Positive Model-John Kotter’s eight-stage process Model.
Parallel learning structures.
Process of organizational development – Organizational Diagnosis .
Community of Practice Webinar - What makes a good (or great) change manager? Prosci ANZ
As Change Management develops as a profession, we are building a better understanding of what makes a good (or great) Change Manager. Certification or university qualifications are important but not enough!
- Topics we will cover:
- Recap on the role of the Change Manager
- Qualifications vs experience - what matters most?
- Snapshot of Prosci Best Practices research
- Top 5 insights from our consulting team
- Q & A
Learning is a Contact Sport: Ten Strategies for Boosting Professional Develop...Gus Prestera
This deck comes from my session at the 2015 Training Magazine Conference, where I'll present 10 strategies for boosting professional development. While self-study is an important component of professional, career, and leadership development, the most impactful examples of individual growth and development are found in situations where there is a high degree of interaction between learners and their colleagues.
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
2. Introduction to OD
• A growing field of human resource management
• Behavioral and social science
• Humanistic in their approach to change management
• Sustainable organizational performance
• Organizations invest heavily in transformational change
• Deliver sustainable performance
4. About the Company
• One of the fastest growing subsidiaries of microsoft corporation
• The Microsoft India story began in 1990, picked up greatly in the new
millennium, and has grown steadily since then
• Microsoft continues to be an active partner in innovation
• They work on things that make a real difference
5. About the Company continue
Microsoft's vision
• Microsoft is the productivity and platform company for the
mobile-first and cloud-first world. We will reinvent productivity to
empower every person and every organization on the planet to do
more and achieve more
strategy
• Maximize the business impact of global diversity and inclusion to
empower our people, transform our culture and delight our
customers.
6. Employee community
• Continued success depends on the diverse
skills, experiences, and backgrounds
• A rich community of employee resource
groups (ERG) and employee networks (EN)
7. Employee community Continue
• provide career development, support, networking opportunities,
mentoring, community participation, product input, and assistance
in activities that promote cultural awareness
• speaker series, scholarship programs, community service,
development conferences, and heritage celebrations.
8. Changes in Microsoft initiated at top
• Gates appointed Ballmer as CEO and president
• Both wanted to reinvent Microsoft
• Executives given power to run units with less supervision
• Ballmer encourage everyone to rethink the way they do their
jobs
9. Changes in Microsoft initiated at top
Continue
• Ballmer wants people to be respectful to others
• He wants managers to work collaboratively
• Collaboration will produce complacency and stifle innovation
• Ballmer has history of humiliating executives that may discourage real
change
10. Overview of Major OD Intervention Techniques
Intervention techniques focus on 4 categories:
1. Individual or interpersonal level
2. Team or group level
3. Intergroup level
4. Total organizational system level
12. Individual OD Interventions -Role negotiation
• Small group process
• Outlining the behavior
• An individual exchanges messages with another person
13. Individual OD Interventions -Management training
• the process of training staff to be Managers
• study problems
• Work out solutions
14. Individual OD Interventions -Job redesign
• an effort where job responsibilities and tasks are reviewed
• improve output
• improvements in both productivity and in job satisfaction
15. Individual OD Interventions -Career planning
• continuous process
• thinking about your interests, values, skills and preferences;
exploring the life, work and learning options
• a rewarding and positive experience
17. Team OD Interventions -Team building
• a collective term
• enhance social relations
• It is distinct from team training
18. Team OD Interventions -Process consultation
• process consultant is a highly qualified professional
• acts as a facilitator
• deal with issues
19. Team OD Interventions –Inter group team building
• Improves intergroup relations between work teams
• Understands the communication gap
• Helps in sorting out many issues
21. Organizational wide OD Interventions -Survey
feedback
• a tool that can provide this type of honest feedback
• help leaders guide and direct their teams
• Obstacles and gaps between the current status quo and the
desired situations may or may not be directly apparent
22. Organizational wide OD Interventions-
Confrontation meeting
• an intervention designed to mobilize the resources
• Originally developed by Beckhard
• intervention can be used at any time but is
particularly useful when the organization is in stress
23. Organizational wide OD Interventions -Structural
redesign
• Right issues
• Right obstacles
• Right design characteristics
• Right change
24. Organizational wide OD Interventions -
Management by objective
• also known as management by results (MBR)
• management and employees agree to the objectives
• understand what they need to do in the organization
25. Conclusion and Recommendation
Conclusion
• Use of OD strategic intervention
• monitor progress by Identify problems, benchmark, training and goals and
objective
• Interventions are rooted in the disciplines of engineering, sociology,
and psychology
Recommendation
• should identify the stakeholders whose commitment is required
• business strategies and organizational systems must be changed together
in response to external and internal disruptions