Organisation Development(OD)

1. Organisation Development(OD)

2. What is OD? • Organisation is a system consists of:- • Structure • Technology • People • Task • Organisation as a system can be changed and developed to achieve its goals in best possible way. • Organisation need to respond to changes in external as well as internal.

3. The external environment:- • Social, political, economic and cultural factors. • Competition from similar organisation. • Changing needs of public. • Rapid growth of technology etc. • The internal environment:- • Existing structure • Need and expectation of people. • Changing scenario of labour force. • OD is planned approach to respond effectively to changes in internal and external environment.

4. Schools of thoughts in OD • The programme-Procedure School. • According to it, OD is the effective implementation of organisation’s policies, procedures and programmes. • It is concern with personnel activities like recruitment, training, career development etc. • Personnel development is primarily concerned with OD activities. • The system process School. • OD in context of both internal and external environment. • Organisation is viewed as a system which can be changed and developed to achieve its objectives. • More importance is given to teams and work group than individuals

5. Definition of OD • Systematic, integrated and planned approach to improve effectiveness of the enterprise. • It is based upon scientific awareness of human behaviour and organisation dynamics. • It is directed towards more participative management. • OD is intended to create an internal environment of openness, trust, confidence and collaboration.

6. Objectives of OD • Improve organisational performance. • Better adaptability of organisation. • Willingness of members to face and solve problems. • Improvement in internal behaviour pattern:- • Interpersonal relation • Intergroup relation • Level of trust and support • Openness and meaningful communication etc.

7. Characteristic features of OD • Totality of the organisation is taken into account. • The indented changes in OD programmes may be carried out in: • Organisation structure • Task accomplishment • Work climate • Methods of decision making and problem solving • Technology.

8. Changes in Organisational Structure • Study existing structure. • The formal relationship • Span of control • Functions performed by each individual • The planned change may be on the basis what an ideal structure should. • The employees may be involved in identifying problems in existing system.

9. OD at Micro Level • It is at job level. • Designing of job for better performance. • Job related aspects such as authority, responsibility, activities performed, overlapping of roles etc. • These are considered for modification in keeping with the attitude expectations of the role incumbent. • Job satisfaction influences the performance. • Job enlargement and job enrichment are the OD technique.

10. OD at Interpersonal Climate • The climate of openness, trust and collaboration has positive influence on performance. • The climate of suspicion, distrust and hostility results in low performance. • The climate should be supportive, proactive and creative.

11. OD in Communication System • Effective communication is basic to internal work climate. • Identify gaps in formal communication network and improve the process. Network may be analysed in terms of :- • Residential analysis (Analyst observes). • Participant analysis (data collected by interviewing individuals). • Duty Study (like a cop observing traffic). • OD effort may improve any of the element of communication process

12. OD Intervention in Decision Making • Involvement of people concern in decision making leads to acceptable solutions and implementation. • Decision should be based on objective analysis that include identification of problem, collection of relevant data and selection of an appropriate solution.

13. OD Strategy • It is intended change at relevant system or sub-system level. • If the intended change is with reference to people, then methods are:- • Training and development • Confrontation • If intended change is at technological level:- • Adopt new technology • Create environment for accepting it

14. If intended at task level:- • Deals with job design parameters such as job enlargement, job enrichment, authority and responsibility consideration etc. • If intended at structure level:- • Data feed back • Problem solving and decision making • Process consultation • OD task force establishment • The success of intervention depends upon willingness of employees. • Organisational change is not a one shot affair but a complicated and lengthy process.

15. Change Agent • He/She could be internal member trained in OD technique or external consultant. • A change agent chooses appropriate methodology to help client. • Having full time consultant or part time is choice, depending upon size of organisation. • A change agent must have and necessary information about the client system. • He should be free to determine the appropriate interventions. • He should have expertise ands kills in group processes.