Organizational behavior

1. Organizational behavior
Presentation
Topic: Organizational
Development Techniques

2. What is
Organizational
Development(OD)?

3. Organization
Development is a
process that prepares
organizations to hold
change.
It is a body of
knowledge and practice
that enhances
organizational
performance and
individual development.

4. Objective Of
OD

5. • Organizational Development aims to
bring about a shift in beliefs,
attitudes and values in order to allow
companies to keep up with the fast-
paced technologies and environments
in which they activate.

6. What is Global
Organizational
Development?

7. • Global organization
development requires a
set of unique personal
and professional skills;
hyper-sensitivity to
others, ability to bring
diverse groups of
people together,
courage and risk-
taking, negotiation and
mediation skills, deep
cultural knowledge, and
strength in mobilizing
networks of community
resources.

8. Organizational
Development
Techniques…

10. 1) Survey Feedback…

11. • Survey feedback is a process in which
organizational members complete
questionnaires on various
organizational issues, receive
feedback on the results, then take
appropriate actions to address the
critical needs and concerns.

12. Basic Objectives of Organizational
survey:
• To assist the organization in analyzing
its problems and developing action plan
for problem-solving.
• To assist the group members to
improve the relationships through
discussion of common problems.

13. 2) Sensitive Training…

14. • The most commonly used
Organizational Development technique
is sensitivity training.
• It is called laboratory training as it is
conducted by creating an experimental
laboratory situation in which
employees are brought together, in
groups, to interact in an unstructured
environment.
• The members are encouraged to
interact with new members and new
individual behaviors.

15. The objectives of sensitive
training are:
I. To help people understand
themselves better.
II. To create better understanding of
others.
III.To gain insight into the group
process.
IV.To develop specific behavioral skills.

16. 3) Team Building…

17. • Team building is the process of
turning a group of individual employees
into an organized team, where
members learn how each of them
think and work.
• A group of people organized to work
together interdependently and
cooperatively to meet the needs of
their company by achieving their
purpose and goals.

18. Its aim is to help teams work more
effectively and efficiently together
while improving and strengthening the
relationships between people in the
group.

19. 4) Intergroup Development…

20. • Inter group development seeks to change
the attitudes stereotypes and
perceptions that groups have of each
other
• Intergroup development activities are
designed to increase cooperation and
resolve conflicts that have arisen as a
result of interdependence.
• Its aim is to improve the relationship
between two or more groups.

21. Inter-group relations is
important because:
 One group often works with
other groups to achieve
their goals on a daily basis;
 Different groups within
the organization often have
diverse issues and
preferences which create
problems;
 The quality of the
interrelationships between
different groups can affect
the degree of
organizational
effectiveness.

22. 5) Process Consultation…

23. • An outside consultant helps the
manager understand how interpersonal
processes are affecting the way work
is being done.
• It helps the manager to realize and
act properly with the external and
internal environment that occurs in
workplace, in order to improve the
situation and deal with them properly.

24. Major concern areas of process
consultation are:
 Inter group processes
 Group problem solving and decision making
 Communication
 Group norms and growth
 Functional roles of group members
 Leadership and authority