1. Overview of OD
• The purpose of OD is to address
perennial evolving needs of successful
organizations - a concerted collaboration
of internal and external experts in the
field to discover the process an
organization can use to become more
stakeholder effective.
• OD is a lifelong, built-in mechanism to
improve immunity of organization's
health to renew itself inclusive
principles, often with the assistance of a
change agent or catalyst and the use of
enabling appropriate theories and
techniques from applied behavioral
sciences, anthropology, sociology, and
phenomenology.

2. Organization development (OD)
• It is a deliberately planned effort to increase
an organization's relevance and viability.
Vasudevan has referred to OD as, future
readiness to meet change, thus a systemic
learning and development strategy intended
to change the basics of beliefs, attitudes and
relevance of values, and structure of the
current organization to better absorb
disruptive technologies, shrinking or exploding
market opportunities and ensuing challenges
and chaos. OD is the framework for a change
process designed to lead to desirable positive
impact to all stakeholders and the
environment. OD can design interventions
with application of several multidisciplinary
methods and research besides traditional OD
approaches.

3. Kurt Lewin
.
• BORN- September 9, 1890
Moglino, Country
of Moglino
• DIED- February 12, 1947
Newtonville,
Massachusetts

4. KURT LEWIN CONTRIBUTION
• Kurt Lewin also known as Kurt Zadek Lewin was a German-American
psychologist, known as one of the modern pioneers of social, organizational,
and applied psychology.
• Lewin is recognized as the "founder of social psychology" and was one of the
first to study group dynamics and organizational development.
• His contributions in change theory, action research, and action learning earn
him the title of the "father of organization development, 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.
• In 1946, social scientist Kurt Lewin launches the Research Center for Group
Dynamics at the Massachusetts Institute of Technology, which moved to
Michigan after his death.

5. Kurt Lewin’s Work
• Force field analysis
• Action research
• Leadership climates
• Change process
• Lewin's equation –
B=ƒ(P,E),
is a psychological equation
of behavior developed by Kurt
Lewin. It states that behavior is
a function of the person in
their environment.

6. ORGANIZATIONAL DEVELOPMENT – KURT LEWIN
• Organizational Development is planned change in the
organizational context. In this context of change it is
necessary to refer to Kurt Lewin.
• He has provided two principle ideas viz.
What is occurring at any point of time is a resultant in a field
of opposing forces e. g. production level at a particular point
of time is the resultant equilibrium of some forces pushing
towards higher levels of production and other forces pushing
towards lower levels of production. The production levels
tend to remain at the same levels as the field of forces remains
constant. Another example could be the level of morale.
• The second contribution is the change itself. He has described
a three- stage process viz.
(a) Unfreezing the old behavior
(b) Moving to a new level of behavior
(c ) Refreezing the behavior at the new level

7. ORGANIZATIONAL DEVELOPMENT
Kurt Lewin’s Three –Stage Model : as modified by Lippitt &
others
• Developing a need for change. (Lewin’s unfreezing phase)
Establishing a change relationship. In this phase a client system in need of help
and a change agent from outside the system establish a working relationship
Clarifying or diagnosing the clients system’s problem
• Examining alternative routes and goals; establishing goals and intentions of
actions
• Transforming intentions into actual change efforts. Phases 3, 4 and
5 correspond to Lewin’s moving phase
Generalizing and stabilizing change. This corresponds to Lewin’s refreezing
phase
Achieving a terminal relationship, that is, terminating the client-consultant
relationship

8. Presented By:
Rinku Khawas
Akansha Tewari