This document summarizes key aspects of organizational change and development approaches from several sources. It discusses that organizational development (OD) uses soft systems approaches to address complex change situations. OD focuses on organizational culture, processes, and structure using a systems perspective. The OD process involves diagnosing issues, developing a vision for change, gaining commitment, creating an action plan, and evaluating results through an iterative process of continuous improvement. OD aims to enhance individual, team, and organizational effectiveness through participatory and collaborative methods.
Training Slides of Organizational Change and Development, discussing the importance of Change.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
Organizational Change and Development - Module 1 - MG University - Organizat...manumelwin
Organizational change occurs when business strategies or major sections of an organization are altered.
It is defined as a change that has significant effects on the way work is performed in an organization.
Training Slides of Organizational Change and Development, discussing the importance of Change.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
Organizational Change and Development - Module 1 - MG University - Organizat...manumelwin
Organizational change occurs when business strategies or major sections of an organization are altered.
It is defined as a change that has significant effects on the way work is performed in an organization.
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!
“A process through which something becomes different.” This is the dictionary definition. Organisational change refers to the alteration in technology, structure, method, people, or their behaviour. Organizational change can be defined as the alteration in structure, technology or people in an organization or behavior by an organization. Here we need to note that change in organizational culture is different from change in an organization. A new method or style or new rule is implemented here.
Walton’s model of third party peace making team work group OD interventions ...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.
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
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!
“A process through which something becomes different.” This is the dictionary definition. Organisational change refers to the alteration in technology, structure, method, people, or their behaviour. Organizational change can be defined as the alteration in structure, technology or people in an organization or behavior by an organization. Here we need to note that change in organizational culture is different from change in an organization. A new method or style or new rule is implemented here.
Walton’s model of third party peace making team work group OD interventions ...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.
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
Study: The Future of VR, AR and Self-Driving CarsLinkedIn
We asked LinkedIn members worldwide about their levels of interest in the latest wave of technology: whether they’re using wearables, and whether they intend to buy self-driving cars and VR headsets as they become available. We asked them too about their attitudes to technology and to the growing role of Artificial Intelligence (AI) in the devices that they use. The answers were fascinating – and in many cases, surprising.
This SlideShare explores the full results of this study, including detailed market-by-market breakdowns of intention levels for each technology – and how attitudes change with age, location and seniority level. If you’re marketing a tech brand – or planning to use VR and wearables to reach a professional audience – then these are insights you won’t want to miss.
Each month, join us as we highlight and discuss hot topics ranging from the future of higher education to wearable technology, best productivity hacks and secrets to hiring top talent. Upload your SlideShares, and share your expertise with the world!
Not sure what to share on SlideShare?
SlideShares that inform, inspire and educate attract the most views. Beyond that, ideas for what you can upload are limitless. We’ve selected a few popular examples to get your creative juices flowing.
In a few sentences summarize the key takeaway from chapter 3, 4 & MalikPinckney86
In a few sentences summarize the key takeaway from chapter 3, 4 & 5 then continue to answer the following:
1. What is our personal abyss, and according to Haldeman, what are we afraid of?
2. How have recent events placed your organization at an impasse? Could you or your organizations have been more prepared for the impasse? In what sense? Which people and organizations are most likely to be unprepared and have the hardest time?
3. Think of and ask a discussion question back to your cohort group.
Please see Chapters Below
CHAPTER THREE
Change Process and Models
William J. Rothwell, Roland L. Sullivan, Taesung Kim, Jong Gyu Park, and Wesley E. Donahue
A model for change is a simplified representation of the general steps in initiating and carrying out a change process. It is rooted in solid research and theory. Managers and consultants, when demonstrating the competencies of an OD practitioner, are well-advised to rely on a model for change as a compass to show them the direction in which to lead the change effort and change process. In this chapter, we review numerous models to guide the change process.
AN OVERVIEW OF KEY MODELS FOR ORGANIZATIONAL CHANGE The change models we share rely primarily on a normative, reeducative, and innovative approach to behavioral change. They are (1) the traditional action research model, (2) Appreciative Inquiry, and (3) an evolving view of the action research model. The Traditional Action Research Model Action research has long been the foundation for many change efforts. It is properly regarded as a philosophy, a model, and a process. Like any change model, action research is a simplified representation of the complex activities that 42
CHANGE PROCESS AND MODELS 43 should occur in a change effort if it is to be participative, engaging, and empowering for those affected by it. The model serves as a compass to consultants facilitating change. While it does not tell consultants, managers, or workers exactly what to do in a paint-by-the-numbers fashion, it provides a process whereby the consultant and client can jointly inquire and decide what change is required. It helps consultants track where they are and where they are going. While the action research model has been depicted in different ways, the depictions of it share common characteristics. Figure 3.1 illustrates a general model of action research. Action research may also be understood as a process of continuing events and actions. In a classic description, French and Bell (1990) defined this interpretation of action research as "The process of systematically collecting research data about an ongoing system relative to some objective, goal, or need of that system; feeding these data back into the system; taking actions by altering selected variables within the system based both on the data and on hypotheses; and evaluating the results of actions by collecting more data" (99). One way to think about the traditional action re ...
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
1.4 modern child centered education - mahatma gandhi-2.pptx
Ogc chap 8
1. ORGANIZATIONAL CHANGE (4TH ED.)
Barbara Senior & Stephen Swailes
Chapter 8: Soft systems models for change
2. LEARNING OBJECTIVES
By the end of this chapter, you will be able to:
recognize that some change situations
(problems/opportunities), by nature of their complexity
and particular characteristics, require soft rather than
hard systems approaches to change;
consider the philosophy, value orientation and
theoretical underpinnings of organization development
as a generalized example of soft systems models for
change;
outline and describe the processes and practices that
comprise most OD approaches to designing and
implementing organizational change;
critically review the limitations of OD approaches to
managing change.
5. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Organizational development is about
People and Organizations
People in Organizations
Organizational development is about planned change.
Planned change involves:
Common sense
Hard work applied diligently over time
Systematic, goal-oriented approach
Valid knowledge about organizational dynamics and how
to change.
6. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Valid knowledge derives from behavioral sciences:
Psychology
Social psychology
Sociology
Anthropology
Systems theory
Behavioral theory
Management
7. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Two goals of OD are:
1) To improve the functioning of individuals, teams, and the
total organization.
2) To impart the necessary skills and knowledge that will
enable organization members continuously to improve
their functioning on their own.
OD programs are long-term, planned, sustained efforts.
8. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
A central feature of OD is widespread participation:
1) Get as many people as possible into the act.
2) An overall game plan or strategy is then developed
that includes a series activities, each intended to
achieve an outcome that moves the organization
toward the desired goals.
However, OD programs are not so linear and
straightforward.
In organizations where individuals, teams, and
organizations are not realizing their full potential, OD can
improve the situation.
9. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Change – “the new state of things is different from the old
state of things.”
Explore the implications of the following quotes:
Change is omnipresent.
Change is an opportunity, not a threat.
Most demands for change come from outside the
organization.
10. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Change has different facts to it:
Change can be deliberate (planned), or accidental
(unplanned)
Magnitude of change can be large or small.
The scope can affect many elements of the
organization or only a few.
Change can happen fast (abrupt, revolutionary) or slow
(evolutionary).
The change can bring about an entirely new state of
things, or it can have the same nature with new
features.
11. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Organizational development is all about “change.”
First-order change – making moderate adjustments to
the organization, its people, and its processes.
Second-order change – organizations are reinvented;
work tasks are being reengineered; the rules of the
marketplace are being rewritten; the fundamental
nature of organizations is changing.
Today the demands on organizations are so great that
second-order change is required in many instances.
12. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Organizational development is a process that
focuses on organizational culture, processes,
and structure utilizing a total system perspective.
(French & Bell, 1995, p. 4)
13. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Major events in the process of OD and change:
Sensing something is wrong that should be
corrected.
Diagnosing the situation to determine what is
happening
Planning and taking actions to change the
problematic conditions
Evaluating the effects of the actions
Making adjustments as needed
Repeat the sequence
14. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Organizational development is an iterative
process of diagnosing, taking action, diagnosing,
and taking action.
All organizational improvement programs are
really complex processes of goals => actions =>
redefined goals => new actions.
16. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Organizational culture must be altered if
permanent change is to occur.
Organizational processes are also key leverage
points for achieving organizational
improvement.
Processes are how things get done in
organizations, the methods for arriving at
results.
17. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Important organizational processes are
communication,
problem solving and decision making,
resource allocation,
conflict resolution,
allocation of rewards,
human resource practices,
strategic management,
how authority is exercised, and
self-renewal or continuous learning.
18. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
How things are done in organizations
(organizational processes) is as important as
what is done.
Often the best way to improve a group’s
effectiveness is to pay attention to and improve
its processes. OD practitioners found that
processes were just as critical for organizational
effectiveness as they were for group
effectiveness.
19. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
Organizations are complex social systems
interacting with the environment.
A superordinate goal of OD programs is to
optimize the system by ensuring that system
components are harmonious and congruent.
A systems perspective suggests that changing
one element of the system, say, strategy, will
require changes in other elements such as
structure, processes, and culture.
20. ORGANIZATION DEVELOPMENT, 5TH ED.
FRENCH & BELL, 1995
The action research model of OD:
1) A preliminary diagnosis
2) Data gathering from the client group
3) Data feedback to the client group
4) Exploration of the data by the client group
5) Action planning by the client group
6) Action taking by the client group
OD facilitator acts a facilitator throughout the
process.
21.
22. 3 FUNDAMENTAL CONCEPTS OF PEOPLE IN
ORGANIZATIONS (PATON AND MCCALMAN, 2008)
1. Organizations are about people
2. Management assumptions about people
often lead to ineffective design of
organizations and this hinders
performance.
3. People are the most important asset and
their commitment goes a long way in
determining effective organization design
and development.
23. SIGNIFICANCE OF ORGANIZATIONS AS SYSTEMS
Organizations as a whole and parts
There are interconnections of causes and
consequences of complex and messy situations.
OD challenges the assumption that a single
important cause of change with clear effects can
be found, as well as the assumption that any
cause and its effects are necessarily closely
related in space and time.
Organizations are a balance of forces built up
and refined over a period of time.
OD approaches to change are essentially
processes of facilitating planned change.
24. SIGNIFICANCE OF ORGANIZATIONS AS SYSTEMS
Consequently, an effective manager of change:
anticipates the need for change as opposed to
reacting after the event to the emergency;
diagnoses the nature of the change that is
required and carefully considers a number of
alternatives that might improve organizational
functioning, as opposed to taking the fastest
way to escape the problem; and manages the
change process over a period of time so that it
is effective and accepted as opposed to lurching
from crisis to crisis. (Pugh, 1993, p. 109)
28. OD-AN ACTION RESEARCH BASED MODEL OF CHANGE
A collaborative effort between leaders and
facilitators involves the following steps
1. Management and staff perception of problem(s)
2. Data gathering and preliminary diagnosis by those
concerned with leading the change (who can be
internal and/or external to the organization)
3. Feedback to key client, management and those
involved in the change
4. Joint agreement of the problem(s)
5. Implementation
6. Reinforcement and assessment of the change.
29. OD MODEL FOR CHANGE
1a. Diagnose current situation
i. look at purposes and goals
ii. structure and culture
iii. leadership approaches and styles
iv. recruitment practices, career paths
and opportunities
v. individuals’ motivation and
commitment to their work and org.
vi. employee training and development
vii. intra- and inter-group relationships
30. OD MODEL FOR CHANGE
1a. Diagnose current situation
Methods of data collection:
Questionnaires
Interviews
Observations
Unobtrusive measures
31. OD MODEL FOR CHANGE
1b. Develop a vision for change
Vision: describes core values and purposes,
as well as an envisioned future. Provides
direction that can energize commitment as
people work toward a common goal.
2. Gain commitment to the vision and the
need for change
32. OD MODEL FOR CHANGE
3. Develop an action plan
a. The role of change agent
Help the organization define the problem by
asking for a definition of what it is
Help the organization examine what causes
the problem and diagnose how this can be
overcome.
Assist in getting the organization to offer
alternative solutions.
Provide direction to the implementation of
alternative solutions.
Transmit the learning process that allows the
client to deal with change on an ongoing
basis by itself in the future.
33. OD MODEL FOR CHANGE
3. Develop an action plan
b. Responsibility charting
The “actors” involved in each action or
decision:
R = People with responsibility (not
necessarily authority)
A = People with approval (right to veto)
S = People who support (put resources
towards)
I = People who inform (to be consulted
before action but with no right of veto)
34. OD MODEL FOR CHANGE
3. Develop an action plan
c. The what and where of change
Beckhard and Harris say an effective action plan
should have the following characteristics (1987,
p. 72):
Relevance: activities are clearly linked to the
change goals and priorities.
Specificity: activities are clearly identified
rather than broadly generalized
Integration: the parts are closely connected
Chronology: there is a logical sequence of
events
Adaptability: there are contingency plans for
adjusting to unexpected foces.
35. OD MODEL FOR CHANGE
4. Implement the change
Survey feedback
Organizational mirroring
Inter-group confrontation (with 3rd party
assistance)
Role negotiation
Process consultation
Team building
Life and career planning
Role of short-term wins
36. OD MODEL FOR CHANGE
5. Assess and reinforce the change
Assessing change
Survey or audit
Interviews with individuals or focus groups
An examination of turnover and
absenteeism rates
An analysis (observation or questionnaire)
of group performance
Re-picturing the organization (new
metaphors or pictures)
Reinforcing and consolidating change
37. ASSESSMENT OF OD MODEL FOR CHANGE
OD does not always face up to harsh realities of
change
OD is limited when change situation are
“constrained”
OD requires “out of the ordinary” leadership
OD fits uneasily with the structures and culture in
the pubic sector
OD does not “work” in all cultures