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Organization Development and Change

Session 1 Introduction to Organization Development. Organization Development and Change. Burke’s Definition of OD. OD is a planned process of change in an organization’s culture through the utilization of behavioral science technology, research, and theory. French’s Definition of OD.

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Organization Development and Change

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  1. Session 1 Introduction to Organization Development Organization Development and Change Developed by: M. Salman Azhar

  2. Burke’s Definition of OD OD is a planned process of change in an organization’s culture through the utilization of behavioral science technology, research, and theory. Developed by: M. Salman Azhar

  3. French’s Definition of OD 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. Developed by: M. Salman Azhar

  4. Beckhard’s Definition of OD OD is an effort (1) planned, (2) organization-wide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization’s “processes,” using behavioral science knowledge. Developed by: M. Salman Azhar

  5. Beer’s Definition of OD OD is a system-wide process of data collection, diagnosis, action planning, intervention, and evaluation aimed at: (1) enhancing congruence between organizational structure, process, strategy, people, and culture; (2) developing new and creative organizational solutions; and (3) developing the organization’s self-renewing capacity. It occurs through collaboration of organizational members working with a change agent using behavioral science theory, research, and technology. Developed by: M. Salman Azhar

  6. Organization Development is... a systemwide 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. Developed by: M. Salman Azhar

  7. Five Stems of OD Practice Laboratory Training Action Research/Survey Feedback Normative Approaches Current Practice Quality of Work Life Strategic Change 1950 1960 1970 1980 1990 2000 Today Developed by: M. Salman Azhar

  8. Laboratory Training • Pioneered Laboratory Training or the T- Group (small, unstructured group) • Learn the interaction and evolving dynamics about issues like: • Interpersonal Relations • Personal Growth • Leadership • Group Dynamics Developed by: M. Salman Azhar

  9. Action Research/Survey Feedback • John Collier, Kurt Lewin and Williams discovered that research need to be closely linked to action. If organization members were to use it to manage change. • Development of Participative management means involvement of employees in decision making. • By receiving feed back more satisfaction occurred. Developed by: M. Salman Azhar

  10. Normative Approachesof Participative Management • Exploitive Authoritative • Benevolent Authoritative • Consultative System • Participative Group Developed by: M. Salman Azhar

  11. Productivity & Quality of Work Life • 1st phase: Quality Work Life (QWL) generally involved in joint participation of unions and managements in the design of work. • 2nd phase: reward system, job enrichment, shifted individual work to team work and the larger work context. Developed by: M. Salman Azhar

  12. Strategic Change • Organizations and their technological, political and social environment are changing. • Involves in improving the alignment among organizations environment, strategy and organizational design. Developed by: M. Salman Azhar

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