STRUCTURAL INTERVENTIONS

QUICK REVISION OF ODC ( ORGANIZATION DEVELOPMENT AND CHANGE) [PART 1

 

• ORGANIZATION CHANGE
  ORGANIZATION BEHAVIOR
  ORGANIZATION DEVELOPMENT AND CHANGE
• DR. SHASHI AGGARWAL
• MEANING OF CHANGE

LEARNING ORGANIZATION

ORGANIZATION DEVELOPMENT INTERVENTIONS ( TECHNIQUES OF OD)

OD MODELS ( ORGANIZATION DEVELOPMENT MODELS)

ORGANIZATION DEVELOPMENT

ORGANIZATION CULTURE

• ORGANIZATION CULTURE
• ODC/ORGANIZATION BEHAVIOUR
• DR. SHASHI AGGARWAL
• ORGANIZATION CULTURE
• ORGANIZATION CULTURE IS A SYSTEM OF SHARED ASSUMPTIONS,BELIEFS AND VALUES WHICH GOVERN HOW PEOPLE BEHAVE IN THE ORGANIZATION
• THESE SHARED VALUES HAVE A STRONG INFLUENCE ON THE PEOPLE WORKING IN THE ORGANIZATION
• EVERY ORGANIZATION DEVELOPS AND MAINTAINS A UNIQUE CULTURE ,WHICH PROVIDES GUIDELINES AND BOUNDARIES FOR THE BEHAVIOR OF THE PEOPLE WORKING IN THE ORGANIZATION.

ACTION RESEARCH ORGANIZATION DEVELOPMENT AND CHANGE

ACTION RESEARCH ORGANIZATION DEVELOPMENT AND CHANGE

• ACTION RESEARCH
  ORGANIZATION DEVELOPMENT AND CHANGE
• HISTORY AND EVOLUTION OF ACTION RESEARCH:KURT LEWIN FIRST COINED THE TERM ACTION RESEARCH IN 1944. IN 1946 HIS PAPER “ ACTION RESEARCH AND MINORITY PROBLEMS “ HE DESCRIBED ACTION RESEARCH AS A COMPARATIVE RESEARCH ON THE CONDITIONS AND EFFECTS OF VARIOUS FORMS OF SOCIAL ACTION AND RESEARCH LEADING TO SOCIAL ACTIONS THAT USES A SPIRAL OF STEPS EACH OF WHICH IS COMPOSED OF A CIRCLE OF PLANNING,ACTION AND FACT FINDING ABOUT THE RESULT OF THE ACTION:
1. UNFREEZING
2. CHANGING
3. REFREEZING
•  

TREND AND FUTURE OF ORGANIZATION DEVELOPMENT ORGANIZATION DEVELOPMENT AN...

ISSUES IN CONSULTANT CLIENT RELATIONSHIP ORGANIZATION DEVELOPMENT AND CH...

TRENDS AND FUTURE OF ORGANIZATION DEVELOPMENT

•    TRENDS AND FUTURE OF ORGANIZATION DEVELOPMENT
ORGANIZATION DEVELOPMENT AND CHANGE
TRENDS AND FUTURE OF OD

ISSUES IN CONSULTANT-CLIENT RELATIONSHIP

• ISSUES IN CONSULTANT-CLIENT RELATIONSHIP
• ORGANIZATION DEVELOPMENT AND CHANGE
• PROCESS CONSULTATION

MANAGEMENT OF RESISTANCE TO CHANGE

ORGANIZATION CHANGE

PERSONAL INTERVENTIONS ORGANIZATION DEVELOPMENT AND CHANGE

ORGANIZATION CLIMATE

Ø  ORGANIZATIONAL CLIMATE
ORGANIZATION DEVELOPMENT AND CHANGE
ORGANIZATION BEHAVIOR

Ø  MEANING OF ORGANISATIONAL CLIMATE

• CLIMATE MEANS THE AVERAGE CONDITIONS OF WEATHER PREVALENT IN A PLACE OF REGION OVER A PERIOD OF TIME AS SHOWN BY TEMPERATURE,WIND VELOCITY AND PRECIPITATION. CLIMATE COULD BE :-

1. COLD CLIMATE
2. HOT CLIMATE
3. HUMID CLIMATE

PROCESS APPROACHES(MODELS) OF ORGANIZATIONAL CHANGE

v  PROCESS APPROACHES(MODELS) OF ORGANIZATIONAL CHANGE

ORGANIZATIONAL DEVELOPMENT AND CHANGE

v  MEANING OF PLANNED CHANGE

• PLANNED CHANGE MEANS PLANNED ALTERATION IN EXISTING ORGANIZATIONAL SYSTEM. IT IS IMPLEMENTED WITH THE HELP OF CHANGE AGENTS.
• PLANNED CHANGES MAY BE REQUIRED FOR THE FOLLOWING PURPOSES:_
• TO INCREASE THE EFFECTIVENESS AND EFFICIENCY OF THE ORGANIZATION BY IMPROVING QUALITY AND PRODUCTIVITY
• TO CONTRIBUTE TOWARD JOB SATISFACTION AND PROMOTING SOCIAL WELL BEING
• TO IMPROVE THE MEANS FOR SATISFYING ECONOMIC NEEDS OF THE ORGANIZATIONAL MEMBERS

ENVIRONMENTAL FORCES FOR CHANGE

Ø  ENVIRONMENT FACTORS FOR ORGANIZATION CHANGE

ORGANIZATION DEVELOPMENT AND CHANGE

Ø  MEANING OF ENVIRONMENT

◦     SUM TOTAL OF THOSE FACTORS WHICH INFLUENCE THE BUSINESS AND OVER WHICH THE BUSINESS HAS NO CONTROL.

• OPPORTUNITIES MEANS POSITIVE CHANGES THAT OCCURRED IN THE BUSINESS ENVIRONMENT AND HELPED THE ORGANIZATION TO IMPROVE ITS PERFORMANCE.
• THREATS:-NEGATIVE CHANGES THAT OCCURRED IN THE BUSINESS ENVIRONMENT AND HINDERED THE PERFORMANCE OF THE ORGANIZATION

Ø  COMPONENTS OF ENVIRONMENT

KURT LEWIN’S CHANGE MODEL

Ø  KURT LEWIN’S CHANGE MODEL

Ø  ORGANIZATION CHANGE AND DEVELOPMENT

Ø 
KURT LEWIN’S CHANGE MODEL

•     ORIGINATED FROM THE FAMOUS WORK OF KURT LEWIN SOCIAL PSYCHOLOGIST AND DEVELOPED IN 1940

•     DEVELOPED A THREE-STAGE MODEL OF PLANNED CHANGE WHICH EXPLAINED HOW TO INITIATE,MANAGE AND STABILIZE THE CHANGE PROCESS

•     LEWIN BELIEVED THAT THE CHANGE FREQUENCY LAST ONLY FOR A SHORT TIME. SO HE SUGGESTED THREE STEP SEQUENTIAL MODEL OF CHANGE PROCESS

•     UNFREEZING-------CHANGING-------REFREEZING

Ø  PROCESS OF CHANGE BY KURT LEWIN