• ORGANIZATION
DEVELOPMENT : MEANING,FEATURES AND PROCESS OF ORGANIZATION DEVELOPMENT
• BY DR,
SHASHI AGGARWAL
• INTRODUCTION OF
ORGANIZATIONAL DEVELOPMENT
1.
IS AN IMPORTANT TECHNIQUE OF MANAGING CHANGE. IT SEEKS
TO CHANGE BELIEFS,ATTITUDES AND STRUCTURES SO THAT THE ORGANIZATION MAY ADAPT
TO TECHNOLOGY AND LIVE WITH PACE OF CHANGE
2.
ORGANIZATION DEVELOPMENT HAS EMERGED TO HELP THE PLANNED CHANGE FOR ORGANIZATION
EFFECTIVENESS
3.
OD IS MODERN APPROACH TO MANAGE ORGANIZATION CHANGE AND
HUMAN RESOURCE DEVELOPMENT
4.
CONCENTRATES ON PEOPLE DIMENSIONS LIKE
NORMS,VALUES,ATTITUDE ,RELATIONSHIP AND ORGANIZATION CLIMATE
• DEFINITION
• DALE S BEACH,” DEFINED OD
A S COMPLEX EDUCATIONAL STRATEGY DESIGNED TO INCREASE ORGANIZATIONAL
EFFECTIVENESS AND WEALTH THROUGH PLANNED INTERVENTIONS BY A CONSULTANT USING
THEORY AND TECHNIQUES OF APPLIED BEHAVIOURAL SERVICE
• BURKE” ORGANIZATION
DEVELOPMENT IS A PLANNED PROCESS OF CHANGE IN AN ORGANIZATION’S CULTURE THROUGH
THE UTILIZATION OF BEHAVIOUR SCIENCE TECHNOLOGY,RESEARCH AND THEORY.
• BECKHARD,” OD IS AN EFFORT
:
1.
PLANNED
2.
ORGANIZATIONAL WIDE AND
3.
MANAGED FROM THE TOP
4.
TO INCREASE ORGANIZATION EFFECTIVENESS AND HEALTH
5.
THROUGH PLANNED INTERVENTION IN THE ORGANIZATION’S
PROCESS USING BEHAVIOURAL SCIENCE KNOWLEDGE
• ORGANIZATION DEVELOPMENT
1.
AS PLANNED ,SYSTEMATIC,ORGANIZED AND COLLABORATIVE
EFFORTS
2.
WHERE BEHAVIOURAL SCIENCE AND ORGANIZATION THEORY
PRINCIPLES AND PRACTISES ARE CONTINUOUSLY APPLIED IN ORDER TO INCREASE QUALITY
OF LIFE WHICH IS REFLECT IN INCREASED ORGANIZATION HEALTH,VITALITY,ENHANCED
INDIVIDUAL AND GROUP MEMBERS’S COMPETENCY AND SELF WORTH AND GENERAL WELL BEING
OF THE SOCIETY
• FEATURES OF
ORGANIZATION DEVELOPMENT
1.
PLANNED CHANGE :-AN EDUCATIONAL STRATEGY FOR BRINGING
PLANNED CHANGE
2.
DEVELOPMENT OF THE WHOLE ORGANIZATION :- COVERS THE
WHOLE ORGANIZATION SO THAT IT CAN RESPOND TO CHANGE EFFECTIVELY
3.
OD IS LONG TERM PROCESS
4.
SYSTEM ORIENTATION :- CONCERNED WITH THE VARIOUS GROUPS
IN THE ORGANIZATION AND THEIR INTERACTION WITH EACH OTHER. CONCERNED WITH
FORMAL AND INFORMAL. CONCERNED WITH GROUP STRUCTURES,PROCESSES AND ATTITUDES,
EMPHASIS ON RELATIONSHIP AND NOT ON THE GROUP ITSELF
5.
CHANGE AGENTS :-USED ONE OR MORE CHANGE AGENTS WHO
STIMULATE AND CO-ORDINATE THE CHANGE WITH IN A GROUP. SOME ORGANIZATION EMPLOYEE
THE CHANGE AGENTS WHILE SOME OTHER HAVE THEIR OWN CHANGE AGENTS WITH IN THEIR
ORGANIZATION
6.
PROBLEM SOLVING :-IT SEEKS TO SOLVE TH PROBLEM RATHER
THAN MERELY DISCUSSING THEM
7.
EMPHASIS ON LEARNING BY EXPERIENCES. AS SUCH
PARTICIPANTS ARE EXPECTED TO LEARN BY EXPERIENCE
8.
UTILIZES GROUP PROCESS LIKE GROUP DISCUSSION,INTERGROUP
CONFLICTS ,COLLABORATION AND COOPERATION
9.
PROVIDE FEEDBACK DATA AND INFORMATION TO THE
PARTICIPANTS
10. RESEARCH BASED AS MOST OF
THE INTERVENTIONS ARE BASED ON RESEARCH FINDINGS
• OBJECTIVES
OF OD
- IMPROVE ORGANIZATIONAL PERFORMANCE
- BETTER ADAPTIVE TO THE ENVIRONMENT
- IMPROVE INTERNAL BEHAVIOUR PATTERN
- UNDERSTAND ONE’S SELF AND OTHERS
·
NEED FOR OD
1.
BASIC OBJECTIVE IF OD IS TO BRING ABOUT CHANGE IN THE
ORGANIZATION STRUCTURE SO THAT IT
SUPPORTS TRAINING
2.
IN A DYNAMIC ENVIRONMENT ,CHANGES TAKES PLACE VERY
RAPIDLY. THIS REQUIRES A HIGHLY RECEPTIVE AND EFFECTIVE ORGANIZATION SO THAT
CHANGES ARE IMPLEMENTED AND ABSORBED TO MAKE ORGANIZATION SURVIVE AND GROW,
• VALUES OF OD
1.
PEOPLE ARE BASICALLY GOOD : BELIEVES THE ASSUMPTION OF
THEORY Y OF MCGREGOR. AS SUCH IT EMPHASIZES SUPPORTIVE AND RELATIVE
OPPORTUNITIES FOR GROWTH.
2.
NEED FOR CONFIRMATION AND SUPPORT: - EVERY NEW EMPLOYEE
NEEDS CONFIRMATION AND SUPPORT OF OTHERS.
3.
ACCEPTING DIFFERENCE AMONG PEOPLE: - PEOPLE HAVE
DIFFERENT BACKGROUND, EXPERIENCES, OPINIONS, IDEAS AND VIEWPOINTS AND
PERSONALITY. ORGANIZATION IS BENEFITED BY THE DIFFERENCES IN
BACKGROUND,PERSONALITY AND VIEWPOINT OF EMPLOYEES
4.
EXPRESSING FEELING AND EMOTIONS: - ALLOWING THE PEOPLE
TO BE RATIONAL,TO EXPRESS THEIR FEELING,SENTIMENTS,EMOTIONS. FULL RANGE OF
FEELING RESULT IN HIGH MOTIVATION,COMMITMENT AND CREATIVE ABILITY
5.
AUTHENTICITY, OPENNESS AND DIRECTNESS: MOST OF THE
PEOPLE SHOWS DUPLICITY,HALF TRUTHS AND MASK THEIR TRUE VIEWS AND SUCH KIND OF
BEHAVIOUR INHIBITS THE GROWTH OF INDIVIDUALS AND PRODUCTIVITY. HONEST AND
DIRECTNESS ENABLE PEOPLE TO PUT THEIR ENERGY INTO REAL PROBLEM AND IMPROVE
EFFECTIVENESS
6.
FOSTERING COOPERATION : SHOULD CREATE AND DEVELOP
COOPERATION AMONG EMPLOYEES FOR EFFECTIVENESS
7.
GIVING ATTENTION TO VARIOUS ACTIVITIES NOT ONLY AT THE
TIME OF ASSIGNING BUT AT THE LATER STAGES
8.
CONFRONTING CONFLICTS: IDENTIFYING THE ROOT CAUSE OF
THE PROBLEM AND WORKING AT SATISFACTORY SOLUTION RATHER THAN SUPPRESSING THE
CONFLICT
• ASSUMPTIONS OF OD
1.
MOST OF THE INDIVIDUALS ARE MOTIVATED BY PERSONAL
GROWTH AND DEVELOPMENT. WORK HABITS OF PERSON ARE A RESPONSE TO ENVIRONMENT
RATHER THAN PERSONALITY TRAITS
2.
HIGHEST PRODUCTIVITY CAN BE ACHIEVED ONLY IF THERE IS
EFFECTIVE INTEGRATION OF INDIVIDUAL GOALS WITH THE ORGANIZATIONAL GOALS
3.
OD TEND TO ASSUME THAT COOPERATION IS MORE EFFECTIVE
THAN CONFLICT
4.
FREE EXPRESSION OF FEELING IS AN IMPORTANT INGREDIENTS
FOR COMMITMENT TO WORK
5.
THE LEVEL OF INTERPERSONAL TRUST,SUPPORT AND
COOPERATION SHOULD BE AS HIGH AS POSSIBLE
6.
THERE SHOULD BE SENSE OF COMMITMENT AMONG THE EMPLOYEES
IN THE ORGANIZATION
7.
CANNOT BE IMPLEMENTED IN ISOLATION AND IT MUST BE
REINFORCED BY THE ORGANIZATION’S TOTAL HUMAN RESOURCE SYSTEM
• BENEFITS
1.
PROVIDE OPPORTUNITIES FOR PEOPLE TO FUNCTION AS HUMAN
BEINGS
2.
OPPORTUNITY TO DEVELOP
3.
MORE EFFECTIVE ORGANIZATION
4.
TRIES TO CREATE HEALTHY AND EFFICIENT AN ENVIRONMENT
5.
TREATS EACH HUMAN BEING AS A PERSON WITH A COMPLEX SET OF NEEDS,ALL OF WHICH ARE
IMPORTANT IN HIS WORK AND LIFE
• PROCESS OF OD
1.
INITIAL DIAGNOSIS :TRY TO FIND THE OUT THE
OVER ALL VIEW TO TAKE ASSESSMENT OF THE REAL PROBLEM. TOP MGMT SHOULD MEET THE
CONSULTANT AND EXPERTS TO DETERMINE THE TYPE OF PROGRAMME IS NEEDED AND
CONSULTANT WILL MEET THE VARIOUS PERSONS IN THE ORGANIZATION AND COLLECT
INFORMATION.
2.
DATA COLLECTION :SURVEY METHOD USED TO COLLECT THE DATA ND INFORMATION FOR
DETERMINING ORGANIZATIONAL CLIMATE AND IDENTIFYING THE BEHAVIOURAL PROBLEMS
3.
DATA FEEDBACK AND
CONFRONTATION :ANALYZED AND REVIEWED BY VARIOUS
WORK GROUPS IN ORDER TO MEDIATE IN THE AREAS OF DISAGREEMENTS OR
CONFRONTATION OF IDEAS OR OPINIONS AND TO ESTABLISH THEIR PRIORITIES.
4.
SELECTION AND DESIGN OF
INTERVENTIONS :-PLANNED ACTIVITIES THAT ARE INTRODUCED IN THE SYSTEM TO ACCOMPLISH THE
DESIRED CHANGES AND IMPROVEMENT
5.
IMPLEMENTATION OF
INTERVENTIONS :SELECTED INTERVENTIONS SHOULD BE IMPLEMENTED. MAY TAKE THE FORM OF
WORKSHOPS.FEEDBACK OF DATA TO PARTICIPANTS,GROUP DISCUSSIONS,WRITTEN EXERCISES,
ETC
6.
ACTION PLANNING AND
PROBLEM SOLVING
7.
TEAM BUILDING : THE CONSULTANT ENCOURAGE
THE EMPLOYEES THROUGHOUT THE PROCESS TO FORM GROUPS AND TEAMS
8.
INTER GROUP DEVELOPMENT “ THE CONSULTANT ENCOURAGE
THE INTER GROUP MEETING,INTERACTIONS ETC AFTER THE FORMATION OF THE GROUPS
9.
EVALUATION AND FOLLOW UP
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