Organizational development (OD) involves planned change efforts aimed at improving employee well-being and organizational effectiveness. It uses interventions and change agents to address deficiencies identified through diagnosis. The objectives of OD include deepening organizational purpose, encouraging problem-solving, strengthening trust and cooperation, and increasing personal responsibility. The OD process involves problem identification, data collection, diagnosis, planning, implementation, and evaluation.
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.
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!!!
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.
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.
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!!!
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.
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.
History of Organizational Development - Organizational Change and Developmen...manumelwin
Kurt Lewin (1898–1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s.
From Lewin came the ideas of group dynamics and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos.
Conditions for failure in OD effort - OD process - Organizational Change an...manumelwin
A continued discrpancy between top management statements of values and styles and their actual work behaviour.
A big program of activities without any solid base of change goals.
Overdependence on outside help: With the incresing complexity of organizations and of the demands of the environment, it is easy to let consultants or specialists `solve the problem.’
Ethics of Organizational Development - Organizational Change and Development...manumelwin
RESPONSIBILITY TO OURSELVES
Acting with integrity and Authenticity.
Striving for self-knowledge and personal growth
Asserting individual interests in ways that are fair and equitable.
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.
History of Organizational Development - Organizational Change and Developmen...manumelwin
Kurt Lewin (1898–1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s.
From Lewin came the ideas of group dynamics and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos.
Conditions for failure in OD effort - OD process - Organizational Change an...manumelwin
A continued discrpancy between top management statements of values and styles and their actual work behaviour.
A big program of activities without any solid base of change goals.
Overdependence on outside help: With the incresing complexity of organizations and of the demands of the environment, it is easy to let consultants or specialists `solve the problem.’
Ethics of Organizational Development - Organizational Change and Development...manumelwin
RESPONSIBILITY TO OURSELVES
Acting with integrity and Authenticity.
Striving for self-knowledge and personal growth
Asserting individual interests in ways that are fair and equitable.
Case study – OD in general motors ltd. - Organizational Change and Developme...manumelwin
A classic example of how OD can change an organization for the better is the initiative undertaken by General Motors Corp. at its Tarrytown, New York, auto assembly plant in the 1970s.
By the late 1960s, Tarrytown had earned a reputation as one the least productive plants in the company.
Labor relations and quality were at an all-time low, and absenteeism was rampant, when GM finally decided to take action.
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
Human capital management informs decisions on the issues critical to the organisations success by systematically analyzing, measuring and evaluating how people policies and practices create value. HCM is concerned with obtaining, analyzing and reporting on data that inform the direction of value-adding people management, strategic, investment and operational decisions at corporate level and at the level of front line management
RTMNU 4th sem MBA
Subject - TEAM DYNAMICS [ HR ]
Module 5
STRATEGIES FOR TEAM BUILDING & OD
BY Jayanti Pande
#JayantiPande_slideshare
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MBA pdf notes rtmnu free
RTMNU 4th sem MBA
Subject - TEAM DYNAMICS [ HR ]
Module 5 Summary
STRATEGIES FOR TEAM BUILDING & OD
BY Jayanti Pande
#JayantiPande_slideshare
#TeamDynamicsSummary
Free MBA notes pdf rtmnu
Organization Development (OD) related diagnosis associated with the change in the ORG and the need to ensure that all people, process and technology are aligned. This looks at the need for diagnosis, theg purpose behind and the methods that allow for diagnosis.
This PowerPoint presentation, titled "HR for Non HR: Learning & Development (L&D)," is designed to provide non-HR professionals with an understanding of the significance and components of L&D in the workplace. The deck covers topics such as the importance of acquiring new skills, the ongoing process of enhancing individual and organizational performance, and key facts highlighting the value of L&D. It also delves into the components of learning and development, including learning, development, training, and education. The presentation emphasizes the need for organizations to prioritize L&D to foster a culture of continuous learning, innovation, and adaptability.
Enterprise Performance Management System or ePMS or e-PMSMangipudi Rao
The presentation talks about the e-Performance Management or enterprise performance management, how does it get evaluated till date, the factors that contribute to ePMS, some case studies, and finally how to design OKRs (that is Objectives, Key Results).
These slides detailed about the performance management as a important aspect of HRM. It explains about how performances are managed & why its important for the organization to manage & control it...
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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Organiational Development
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2. Meaning & Definitions Planned change programmes intended to help people & organizations functions effectively Complex educational strategy intended to change the beliefs, attitudes values & structure of organisation, so that they better adapt to new technologies, markets & challenges. It is collection of planned change efforts based on democratic values that aims at improving employee well-being & organisational effectiveness.
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4. FEATURES OF O D FEATURES OF OD Broad-based OD Planned & Proactive Dynamic Process Systems- View Research based Educative Strategy Interventions & Change Agent Long range effort
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7. THE OD PROCESS Evaluation & feedback Do it for all value adding processes Problem Identification Planning & Implementation Diagnosis Collection of Data
8. Awareness of problem, knowledge of growth, satisfaction, HR Org. Effectiveness. Through personal interviews, observations, questionnaires. Diagnose current situation regarding attitudes, assumptions, available resources. OD came into picture, Intervention is action phase. It is set of planned, programmed activities & techniques to collaborate clients & org. Evaluation of what has been done? Correctly or not? By special sessions or reports. Problem Identification Collection of Data Diagnosis Planning & Implementation Evaluation & Feedback
9. ADVANTAGES OF OD Enhanced Advantages of OD Increase interpersonal level of trust among employees. Increase openness of communication Increase employees’ level of satisfaction & commitment. Effectively manage conflict Improve organizational self-renewal capabilities.
10. "One thing is sure. We have to do something. We have to do the best we know how at the moment . . . ; If it doesn't turn out right, we can modify it as we go along." — Franklin D.Roosevelt
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