OD is an effort, planned, organisation-wide, and managed from the top to increases organisation effectiveness and health through planned intervention in the organization’s process, using behavioral-science knowledge.
OD process - Operational components of OD - Organizational Change and Develo...manumelwin
The Diagnostic Phase Involves
Client's top management to recognize the problems and have awareness of the need for change in the organisation.
The engagement of change agent or consultant by client organisation.
Diagnosis in OD is a collaborative process which involves the client system and consultant's joint collection and analysis of data.
OD process - Operational components of OD - Organizational Change and Develo...manumelwin
The Diagnostic Phase Involves
Client's top management to recognize the problems and have awareness of the need for change in the organisation.
The engagement of change agent or consultant by client organisation.
Diagnosis in OD is a collaborative process which involves the client system and consultant's joint collection and analysis of data.
The fundamental importance of motivation• Why employee reward systems are a crucial element of motivation• The key elements required for an effective employee reward system• How to design and implement reward systems effectively.
The goal for this guide is to build and expand on your knowledge of reward systems by exploring the science and best practices behind successful programs and to help you to implement one that drives every member of your organization forward daily.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Organisational Development InterventionsGheethu Joy
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Organisational Development Interventions
Provides an overview of organization development (OD), focusing particularly on the intervention processes available. Categories or types of intervention are noted, and the depth of intervention is recognised as a key decision point for OD practitioners.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
The term organizational development was coined by Richard Beckhard in the mid-1950s.Organizational development is an acronym of two words i.e., organization and development
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.
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 .
The fundamental importance of motivation• Why employee reward systems are a crucial element of motivation• The key elements required for an effective employee reward system• How to design and implement reward systems effectively.
The goal for this guide is to build and expand on your knowledge of reward systems by exploring the science and best practices behind successful programs and to help you to implement one that drives every member of your organization forward daily.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Organisational Development InterventionsGheethu Joy
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Organisational Development Interventions
Provides an overview of organization development (OD), focusing particularly on the intervention processes available. Categories or types of intervention are noted, and the depth of intervention is recognised as a key decision point for OD practitioners.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
The term organizational development was coined by Richard Beckhard in the mid-1950s.Organizational development is an acronym of two words i.e., organization and development
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.
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 .
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.
covers OD Objectives ,strategy and OD Interventions( covering all the models of Interventions) , Organisational change( Types of Change; Process of change, Models, Change agent
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
ORGANIZATIONAL DEVELOPMENT & INTERNAL STRENGTHENING STRATEGIES.pptxRayjivThevendram2
The presentation explains the technique, strategy and phases in Healthcare organizational development. It also explains Organizational Development as a group and individual.
The presentation is about organisational development. it is a set of systematic change methods in organisation which help in fighting with resistance of employees towards change in the organisation.
OD is a system wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures, and processes that lead to organization effectiveness.
Similar to Organizational development and change (20)
2. Meaning of OD
Organisation development is the process
use to enhance-
effectiveness of the organisation
Well being of its member
through planned intervention.
OD concept and intervention 2
3. Definition of OD
• Beckhard:
“An effort, planned, organisation-wide,
and managed from the top to increases
organisation effectiveness and health
through planned intervention in the
organization’s process, using behavioral-
science knowledge.”
OD concept and intervention 3
4. Three key points-
Enhance the effectiveness of
the organisation
-organisational learning
-hence impact organisational
performance in positive way
Well being of organisational
member
- refers to perceived overall
employee satisfaction
#personal satisfaction
Work satisfaction
Done above two by planned
intervention
- Set of structured activities
in selected organisational
units.
OD concept and intervention 4
5. Assumptions of OD
• Work habits are a response to work
environment not the personality trait.
• Co-operation is more effective than
conflict.
• Free expression
• Growth of individual facilitated by
relationships.
• OD reinforced by total human resource
system.
• Integration of individual goal with
organisation leads to productivity.OD concept and intervention 5
6. Theories of OD
• Change process theory
• Implementation theory
Human process based intervention
based theory
Techno-structural intervention theory
sociotechnical system design
organization transform change
OD concept and intervention 6
8. A.) KURT LEWIN CHANGE
THEORY-
According to Kurt Lewin-
Change process occurring in
three stages
Unfreezing → readiness
Moving → adoption
refreezing →
institutionalization
LEWIN view change as
deriving from two forces-:
1. internally driven
2. induced by environment.
OD concept and intervention 8
9. B.) EDGAR SCHEIN change model
Work on LEWIN’S
model.
emphasis on-
dynamics of
individual change .
How a change agent
assists with managing
those changes.
OD concept and intervention 9
10. Cont.…..
Stage-1 Unfreezing Change agent motivates a
person to accept change
by disconfirming-
• His or her attitude,
behavior or
performance.
Stage-2 Changing Emphasis on getting the
employee to see the things
differently and to actually
believe that by changing
his work habits his
performance will improve.
Stage-3 refreezing here the change agent
helps the person to
integrate these new
behaviors into his/her
thought.
OD concept and intervention 10
11. C. Dent & Goldberg
• Argue that
- Lewin’s notion of resistance to
change has been misunderstood.
- Proper focus should be at system
level.
• Work take place in system of roles
attitudes, norms and other factor.
• Resistance to change should be viewed
as issue or problem for whole
organisation system rather than
focusing on individual.
OD concept and intervention 11
13. a.) human process based
intervention theory-
• Emphasis on- The process of change and
focus on changing behaviors by modifying
individual attitude, values, problem solving
approaches and interpersonal styles.
• Theory was pioneered by Lewin in
collaboration with others such as Lippitt,
white, Likert and McGregor.
• Acc. To Lewin the intervention should not
be directed to individual level rather than
group level.
OD concept and intervention 13
14. cont. …
• Chris Argyris
Basic requirement of intervention
activity-
valid information
Free choice
Internal commitment
OD concept and intervention 14
15. b.) Techno-structural
intervention theory
• Focuses on improving-
Work content, work method, work flow,
performance factors and relationship among
workers
• Hackman and Oldham hypothesize that
certain job characteristics affect
employee psychological states, which in
turn affect work outcomes and
satisfaction
• Changing one or more job characteristics-a
strategy called job enrichment can induce
positive psychological change results in
improved performance,OD concept and intervention 15
16. c.) Social technical system design
• Directed at the-
• Fit between the technological
configuration and the social structure
of work units.
• Results in the rearrangement of
relationships among roles of task or-
• Sequence of activities to produce self
maintaining, semiautonomous group.
OD concept and intervention 16
17. Cont. ..
Researchers in 1960-1970
• Quality of work life
• Industrial democratization
• Participative management
• Job enrichment
• Work life rescheduling.
• Emphasis of project was
impact of such
intervention on workers
satisfaction and
productivity.
W. E. Deming (1950s)
• Techniques of employee
involvement geared
towards improving quality.
• With application of this
concept-emphasis of STS
theory was on
“empowering “ the worker
to assume more lateral
responsibility for work.
• It includes-quality circles,
total quality management
and self managed teams .
OD concept and intervention 17
18. d.) Organisation transformation
and change
• BECKHARD
• Here organisation is
considered as complex human
system, each possesses a
unique characteristics,
culture, value system.
• If information and work
procedure continuously
examined, analyzed, and
improved then optimum
productivity and motivation
are to result.
• Leader should develop vision
guided by beliefs and
principles.
OD concept and intervention 18
19. Characteristics of OD
system
orientation
Use of a
change agent
Problem
solving
Experimental
learning
Human values
Contingency
oriented
Levels of
interventions
Feedback.
OD concept and intervention 19
20. Steps in OD
Identification
of the
problem
Preparation of
change agent
Collection of
data
Data
feedback ad
conformation
Intervening
and implement
change
Evaluation and
feed back.
OD concept and intervention 20
21. steps for designing an
intervention strategy
OD concept and intervention 21
Diagnose
the
environment
Develop an
action plan
Evaluation
of result of
intervention
22. Diagnose the environment ( force
field analysis)
Deriving forces restraining forces
OD concept and intervention 22
Desire
d
standa
rds
Curren
t
standa
rds
Increased
competition
Supervisory
support
Top mgt.
Labor contract
Cost
Employee fear
of loss jobs
23. Develop an action plan
• Identify target variables
Target groups
Strategist to better understand the
complexity of the change programme.
• Determine technique which bring about
change
Schedule a meeting and communicate
need for change
OD concept and intervention 23
24. Action plan
• Specify intervention strategy
• Objective if change
• Who will be involved
• Who will be responsible
• When activity will complete
OD concept and intervention 24
25. Evaluation of results of
intervention
• Change is there in behavior or not
• Problems have been emerged
• System is involved or not
• Problem identification in this case would
lead to again repeat the whole process.
OD concept and intervention 25
26. MAJOR OD INTERVENTION
TECHNIQUES
• Intervention techniques focus on four
major categories:
1. Individual or interpersonal level.
2. Team or group level.
3. Intergroup level.
4. Total organizational system level.
OD concept and intervention 26
27. Individual intervention:
• Individual interventions mainly focus on training or
educational experiences which are aimed at
individual in a change effort. Many of these
interventions include training, workshops, seminars
or lectures including behavior and technical
aspects.
• Individual OD interventions mainly includes:
1. T – groups
2. Behavior modeling
3. Life and career planning
4. Coaching and mentoring
5. Instrumented training
OD concept and intervention 27
28. Team building intervention
• A team is defined as a form of group with small
number of people with complementary skills who are
committed to a common purpose.
• Team building process starts with diagnostic
meeting of team members. This process is common
for permanent, temporary or special groups
existing in an organization.
• The diagnosis represents collecting data about the
current performance of team. Once the data is
collected it is fed back to the team members. With
the consultant’s observation and with the
information received further action plans are
devised. These action plans are team building
interventions
OD concept and intervention 28
29. Cont…
• Technique used in team building
interventions:
1. Role analysis technique
2. Role negotiation technique
3. Interdependency exercise
4. The appreciations and concerns
exercise
5. Visioning
OD concept and intervention 29
30. Intergroup intervention
• This intervention usually involves
working with two groups separately
before bringing them together. They
establish common goals and negotiate
changes in how the groups interface.
1. Walton’s approach to third party
peacemaking
2. Organization mirror intervention
OD concept and intervention 30
31. System wide intervention
• Also known as techno structural
interventions refers to range of
interventions aimed at improving
organizational effectiveness through
changes in the task, structural,
technological and goal processes of an
organization.
1. Survey research and feedback
2. MBO
3. TQM
4. Quality circle
OD concept and intervention 31