1 / 7

Organization Development and Change

Organization Development and Change. Chapter Eight: Feeding Back Diagnostic Information. Thomas G. Cummings Christopher G. Worley. Learning Objectives for Chapter Eight. To understand the importance of data feedback in the OD process

amelia
Download Presentation

Organization Development and Change

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Organization Development and Change Chapter Eight: Feeding Back Diagnostic Information Thomas G. Cummings Christopher G. Worley

  2. Learning Objectivesfor Chapter Eight • To understand the importance of data feedback in the OD process • To describe the desired characteristics of feedback content • To describe the desired characteristics of the feedback process Cummings & Worley, 8e (c)2005 Thomson/South-Western

  3. Possible Effects of Feedback Feedback occurs No Change Is the energy created by the feedback? NO Energy to use data to identify and solve problems YES What is the direction of the feedback? Energy to deny or fight data Do structures and processes turn energy into action? Failure, frustration, no change NO Anxiety, resistance, no change YES Change Cummings & Worley, 8e (c)2005 Thomson/South-Western

  4. Relevant Understandable Descriptive Verifiable Timely Limited Significant Comparative Unfinalized Determining the Content of Feedback Cummings & Worley, 8e (c)2005 Thomson/South-Western

  5. Effective Feedback Meetings • People are motivated to work with the data • The meeting is appropriately structured • The right people are in attendance • knowledge • power and influence • interest • The meeting is facilitated Cummings & Worley, 8e (c)2005 Thomson/South-Western

  6. Survey Feedback Process • Members involved in designing the survey • The survey is administered to the organization • The data is analyzed and summarized • The data is presented to the stakeholders • The stakeholders work with the data to solve problems or achieve vision Cummings & Worley, 8e (c)2005 Thomson/South-Western

  7. Limitations of Survey Feedback • Ambiguity of Purpose • Distrust • Unacceptable Topics • Organizational Disturbances Cummings & Worley, 8e (c)2005 Thomson/South-Western

More Related