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Organisational Development Techniques
- 1. ORGANISATIONAL DEVELOPMENT By Dr. Raksha Singh Principal Shri Shankaracharya Mahavidyalaya rakshasingh20@hotmail.com www.ssmv.ac.inRaksha Singh
- 2. Raksha Singh Definition Organisational development is a technique used for bringing change in the entire aspect of the organisation According to Burke,‘ Organisational development is a planned process of change in an organisation’s culture through the utilisation of behavioural science ,technology, research and theory’ Dr. RAKSHA SINGH Raksha Singh Raksha Singh
- 3. Raksha Singh Purpose Dr. RAKSHA SINGH OT (Organization Theory) OB (Organizational behavior) OD (Organization Development) HRM (Human resource management) THEORETICAL APPLIED MACRO MICRO OD is a field of research ,Theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance
- 4. Raksha Singh History and Present Business school curriculum emphasized in the technical aspects of management( Until 1980),specially focussing on Economics Accounting Finance Quantitative Techniques Business faculty realized the importance of understanding human behaviour (From last two decade) It plays significant role in enhancing manager’s effectiveness People stays in job because of conducive and supporting environment not because of monetary benefits E.g Naukri .com Dr. RAKSHA SINGH PresentHistory
- 5. Raksha Singh Today’s Scenario ► Having managers with good interpersonal skills make workplace more pleasant and effective ► People wanted to work in conducive and supporting environment ► Monetary benefits meant hardly anything to them ► Everybody wants peace of mind E.g College lecture Dr. RAKSHA SINGH
- 6. Raksha Singh Organisational Development Hard Issues of OD ► Strategies ► Policies ► Structures ► Systems Soft issues of OD ► Developing Appropriate skills Attitudes Behavior Culture ► Style of leadership enable the organisation to achieve optimum performance Dr. RAKSHA SINGH
- 7. Raksha Singh Organisational Development.. Organisation development is the systematic application of behavioural science knowledge at various levels ►Such as group ► Inter- group ► Organisation, etc. to bring about planned change for efficiency effectiveness and productivity Top values associated with O.D. today Creating openness in communication Empowering employees to act Enhancing productivity by promoting culture of collaboration Promoting inquiry and continuous learning Increasing efficiency and effectiveness Dr. RAKSHA SINGH
- 8. Raksha Singh Steps in O.D. Lawrence and Lorsch have provided the following steps ► 1. Problem Identification and Diagnosis O.D. starts with identification of the problem in the organisation and then diagnoses of the problem provide its causes and determine the future action needed ► 2. Planning Strategy for Change O.D. consultant attempts to transform diagnosis of the problem into a proper action plan involving the overall goals for change. Determination of basic approach for attaining these goals and sequence of detailed scheme for implementing the approach. E.g Samsung Dr. RAKSHA SINGH
- 9. Raksha Singh Steps in O.D… ► 3. Implementing the change Consultants play an important role in implementing change ► 4. Evaluation O.D. is a long term process ,feedback is taken and careful monitoring is done to check that after implementation O.D. programme is going well or not. Comparison of pre-post training is undertaken to check whether new implementation is effective or not Dr. RAKSHA SINGH
- 10. Raksha Singh Goals Goals can be Increasing profit Increasing market share Increasing moral & cultural values Increasing profit margins Enhancing adaptability Central Goal Increasing organisation competitiveness Its an innovative idea that every organisation has unique resources and competitiveness that help the firms to win in the marketplace E.g Google team Dr. RAKSHA SINGH
- 11. Raksha Singh Characteristics 1.Humanistic Values : ► Optimistic beliefs about the potential of employees (McGregor’s Theory Y) 2.Experiential Learning: ► Laboratory training methods based on experienced behaviour are primarily used to bring change(the kind of human problems employees encounter at work) The training should not be all theory and lecture. 3.Systems Orientation: ► All must work together with technology structure and values Dr. RAKSHA SINGH
- 12. Raksha Singh Characteristics.. 4.Problem Solving: ► Also known as action research, Problems are identified, Corrective action initiated, progress assessed and adjustments made where required OD. seeks to build problem-solving capacity by improving group dynamics and problem confrontation 5.Contingency Orientation : ► Actions are selected and adapted to fit the need Dr. RAKSHA SINGH
- 13. Raksha Singh Characteristics.. 6.Change Agent ► Stimulate, facilitate and coordinate change .It is concerned not only with changes in organizational design but also with changes in organizational philosophies, skills of individuals and groups. 7.Levels of intervention ► Problems can occur at one or more level in the organisation so the strategy will require one or more interventions Dr. RAKSHA SINGH
- 14. Raksha Singh Conclusion Organisational development seeks to change Beliefs Attitudes Values Structures and Practices So that the organisation can better adapt technology and live with the fast pace of change Dr. RAKSHA SINGH
- 15. Raksha Singh Exercise Dr. RAKSHA SINGH Q1 It is proved, that people can use their capabilities and creativity if they are provided with:- (A)- Adequate opportunities (B)- suitable work climate (C)- both ‘A’ and ‘B’ (D)- None of the above Q2 OD process is cyclical and ends, when:- (A)- Desired development result is obtained (B)- Plan is implemented (C)- Data is gathered (D)- Problem is identified .
- 16. Raksha Singh Words in hindi Dr. RAKSHA SINGH
- 17. Raksha Singh References https://hbr.org/2011/12/the-ordinary-heroes-of-the-taj Organisational Behavior,Fred Luthans,Tata McGRAW-Hill International Edition Organisational Behavior,Stephen. P. robbins &seema sanghi,Pearson Education https://www.digitalhrtech.com/organizational-development Scholarexpress.com Dr. RAKSHA SINGH
- 18. THANK YOU Dr. RAKSHA SINGH
Editor's Notes
- catalyst and the use of the theory and technology of applied behaviour science, including action research". According to R. Beckhard, "Organizational development is an effort (1) planned, (2) organization wide, (3) managed from the top, (4) to increase organization effectiveness and health and (5) through planned intervention in the organization's processes using behavioural science knowledge" .
- Organizational development is a technique used for bringing change in the entire aspect of the organization, rather than focusing attention on the individuals.According to French and Bell, "Organizational development is a long range effort to improve an organization's problem-solving and renewal processes, particularly, through a more effective and collaborative management of organization culture with special emphasis on the culture of formal work teams with the assistance of a change agent or
- Next is hari sadu College lecturer
- You will realise maths physics are quite simple, with given formula you will solve the questions but dealing with human behaviour is quite tough because it constantly changes. Every time new formula If reacher scold you, whether you attend the classes or give attendance in canteen
- OD is about moving the organisation on by taking deliberate planned steps to create an environment that will enable staff to understand and deliver organisational objectives Both harder and softer issues of OD need to be addressed to avoid conflict between goals and needs
- 0. D. is a long-term process. So there is a great need for careful monitoring to get process feedback whether the O.D. programme is going on well after its implementation or not. This will help in making suitable modifications, if necessary. For evaluation of O.D. programme, the use of critic sessions, appraisal of change efforts and comparison of pre- and post-training behavioural patterns are quite effective.
- We already briefly touched on the goals of organizational development. The goals differ per organization. Goals can include increasing profits, profit margins, market share, moral and/or cultural values, and the general adaptability (or agility) of the organization. If there would be one central goal, it would be increasing the organization’s competitiveness. Competitiveness is the idea that every organization has unique resources and competencies that help the firms to win in the marketplace. This can be the people (a business leader like Elon Musk, or the Google team), an innovative product
- 1960, Douglas McGregor formulated Theory X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals (employees): one of which is negative, called as Theory X and the other is positive, so called as Theory Y. ssumptions of Theory Y Employees can perceive their job as relaxing and normal. They exercise their physical and mental efforts in an inherent manner in their jobs. Employees may not require only threat, external control and coercion to work, but they can use self-direction and self-control if they are dedicated and sincere to achieve the organizational objectives. If the job is rewarding and satisfying, then it will result in employees’ loyalty and commitment to organization. An average employee can learn to admit and recognize the responsibility. In fact, he can even learn to obtain responsibility. The employees have skills and capabilities. Their logical capabilities should be fully utilized. In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems. .OD. seeks to build problem-solving capacity by improving group dynamics and problem confrontation There are seven characteristics of organizational development: Humanistic Values: Positive beliefs about the potential of employees (McGregor's Theory Y). Systems Orientation: All parts of the organization, to include structure, technology and people, must work together. Experiential Learning: The learners' experiences in the training environment should be the kind of human problems they encounter at work. The training should not be all theory and lecture. Problem Solving: Problems are identified, data is gathered, corrective action is taken, progress is assessed and adjustments in the problem solving process are made as needed. This process is known as Action Research. Contingency Orientation: Actions are selected and adapted to fit the need. Change Agent: Stimulate, facilitate and coordinate change. Levels of Interventions: Problems can occur at one or more level in the organization so the strategy will require one or more interventions. Organization Development (O.D.) is the systematic application of behavioral science knowledge at various levels, such as group, inter-group, organization, etc., to bring about planned change. Its objectives is a higher quality of work-life, productivity, adaptability and effectiveness. It accomplishes this by changing attitudes, behaviors, values, strategies, procedures and structures so that the organization can adapt to competitive actions, technological advances and the fast pace of change within the environment. There are seven characteristics of O.D.: 1. Humanistic Values: Positive beliefs about the potential of employees (McGregor's Theory Y). 2. Systems Orientation: All parts of the organization, to include structure, technology and people, must work together. 3. Experiential Learning: The learners' experiences in the training environment should be the kind of human problems they encounter at work. The training should NOT be all theory and lecture. 4. Problem Solving: Problems are identified, data is gathered, corrective action is taken, progress is assessed and adjustments in the problem solving process are made as needed. This process is known as Action Research. 5. Contingency Orientation: Actions are selected and adapted to fit the need. 6. Change Agent: Stimulate, facilitate and coordinate change. 7. Levels of Interventions: Problems can occur at one or more level in the organization so the strategy will require one or more interventions. O.D. uses change agent (or consultant) to guide and affect the change. The role of change agent is to guide groups towards more effective group processes rather than telling them what to do. Change agents simply assist the group in problem solving processes and the groups solve the problems themselves.
- Contingency Orientation: Actions are selected and adapted to fit the need. Change Agent: Stimulate, facilitate and coordinate change. Levels of Interventions: Problems can occur at one or more level in the organization so the strategy will require one or more interventions. . Organization Development (O.D.) is the systematic application of behavioral science knowledge at various levels, such as group, inter-group, organization, etc., to bring about planned change. Its objectives is a higher quality of work-life, productivity, adaptability and effectiveness. It accomplishes this by changing attitudes, behaviors, values, strategies, procedures and structures so that the organization can adapt to competitive actions, technological advances and the fast pace of change within the environment. There are seven characteristics of O.D.:
- It is critical and science based process that helps organisation build their capacity to change and achieve greater effectiveness by developing improving reinforcing strategies structures and processes
- Ans Q1 C, Q2 A OD intervention seminars being conducted in the organizations help to:- (A)- Improve overall efficiency (B)- improve productivity (C)- improve morale of the employees (D)- all of the above Ans D
- Thanks to my son Advaya for great help