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organizational development

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Brief overview about Organizational Development

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organizational development

  1. 1. ORGANIZATION DEVELOPMENT<br />ABING . ALMACEN . AŇORA<br />
  2. 2. The practice of changing people and organizations for positive growth<br />ORGANIZATION DEVELOPMENT<br />
  3. 3. One of the modern pioneers of social, organizational, and applied psychology.<br />Widely recognized as the founding <br />father of OD.<br />Kurt Lewin(1898 – 1947)<br />ORGANIZATION DEVELOPMENT<br />
  4. 4. Organization Development (OD) is "an effort, planned, organization-wide, and managed from the top, to increase organization effectiveness and health through <br />planned interventions in the organization's processes, using <br />behavioral-science knowledge." <br />-Beckhard<br />ORGANIZATION DEVELOPMENT<br />
  5. 5. OD Strategies<br />Action Research- An assessment and problem solving process aimed at improved effectiveness for the entire organization or specific work units.<br />Conflict Management - Bringing conflicts to the surface to discover their roots, developing a common ground from which to resolve or better manage conflict. <br />Executive Development- One-on-one or group developmental consultation with CEO's or VP's to improve their effectiveness.<br />Goal Setting- Defining and applying concrete goals as a road map to help an organization get where it wants to go.<br />ORGANIZATION DEVELOPMENT<br />
  6. 6. OD Strategies<br />Group Facilitation- Helping people learn to interact more effectively at meetings and to apply group guidelines that foster open communication, participation and accomplishment.<br />Strategic Planning- A dynamic process which defines the organization's mission and vision, sets goals and develops action steps to help an organization focus its present and future resources toward fulfilling its vision.<br />Teambuilding - Improving how well organization members help one another in activities where they must interact.<br />ORGANIZATION DEVELOPMENT<br />
  7. 7. WHAT IS ACTION RESEARCH?<br />ORGANIZATION DEVELOPMENT<br />
  8. 8. STEPS IN ACTION RESEARCH<br />Entry <br />finding needs for change within an organization<br />Start-up and Contracting<br />identify critical success factors; clarify roles for the consultant(s) and employees; deal with resistance within the organization<br />Assessment and Diagnosis<br />collect data in order to find the opportunities and problems in the organization<br />ORGANIZATION DEVELOPMENT<br />
  9. 9. STEPS IN ACTION RESEARCH<br />Intervention<br />carry out the change process<br />Feedback<br />two-way process serves to tell those what one found out, based on an analysis of the data<br />Action Planning<br />distill recommendations from the assessment and feedback; consider alternative actions<br />ORGANIZATION DEVELOPMENT<br />
  10. 10. STEPS IN ACTION RESEARCH<br />Evaluation<br />evaluation procedure to verify this success, identify needs for new or continuing OD activities, and improve the OD process<br />Adoption<br />implementing processes to insure that OD remains an ongoing activity within the organization<br />Separation<br />recognize when it is more productive for the client and consultant to undertake other activities<br />ORGANIZATION DEVELOPMENT<br />
  11. 11. WHY DO OD? <br />Human resources<br />employees in the company; large fraction of the costs of doing business<br />Changing nature of the workplace<br />workers today want feedback on their performance, <br />they want a sense of accomplishment; <br />they need to be more efficient<br />ORGANIZATION DEVELOPMENT<br />
  12. 12. WHY DO OD? <br />Global market<br />the competition is so stiff; our environments are changing, so our organizations must also change to survive and prosper<br />Accelerated rate of change<br />thinking has changed radically about organizational structures to emphasize faster customer response, lower costs and continuous learning<br />ORGANIZATION DEVELOPMENT<br />
  13. 13. WHO DO OD? <br />CHANGE<br />AGENTS<br />Internal Consultants<br />employees of the organization<br />External Consultants<br />people from outside the organization<br /> <br />To be successful, OD must have the involvement of all employers.<br />ORGANIZATION DEVELOPMENT<br />
  14. 14. WHEN IS AN ORGANIZATION READY FOR OD? <br />ORGANIZATION DEVELOPMENT<br />
  15. 15. FORMULA FOR CHANGE<br />Dissatisfaction<br />X<br />Resistance to <br />Change<br /> Vision<br />X<br />First Steps<br />ORGANIZATION DEVELOPMENT<br />
  16. 16. To thrive in tomorrow's business environment<br />—characterized by a dynamic work force, rapid changes in technology, changing nature of the workplace and the increasing instability of the global environment—organizational development must be an ongoing effort. <br />Encouraging continual examination and readiness for change must be part of the organization's culture.<br />ORGANIZATION DEVELOPMENT<br />
  17. 17. THANK YOU FOR LISTENING! <br />FROM: ABING , ALMACEN , AŇORA<br />

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