Overview of Organization Development (OD) and Definitions of OD


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Overview of Organization Development (OD) and Definitions of OD


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Overview of the Field of Organizational Development (OD) and Definitions :

Overview of the Field of Organizational Development (OD) and Definitions Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA, PhD(Mgt) Professor Al-Qurmoshi Institute of Business Management, Hyderabad - 500005

Overview of OD:

Overview of OD OD is implementation of a process of planned change for the purpose of organizational improvement It is rooted in the social and behavioral sciences It draws its influences from wide variety of areas: Social psychology, Group dynamics, Industrial/organizational psychology, Participative management theory, Organizational behavior, Sociology and Psychotherapy Diverse background is both strength & weakness of OD Its strength lies in breadth & diversity Lack of set boundaries contributes to the perception among people that it lacks a core ideology

Overview of OD (contd.):

Overview of OD (contd.) OD is a planned process of promoting positive humanistically oriented large system change & improvement in orgn , using - Social science theory, - Action research and - Behaviorally based data collection and feedback techniques  

Overview of OD (contd.):

Overview of OD (contd.) OD is about how organizations and people function and how to get them function better Start Point – When the leader identifies an undesirable situation and seeks to change it Focus - Making organizations function better (total system change) Orientation - Action (achieving results through planned activities) No unifying theory –Just models of practice OD is an organization improvement strategy

Slide 5:

Poor morale Unclear goals Poor quality Poor team performance Intergroup conflict Organization Development Organization Poorly designed tasks Inappropriate leadership style Interpersonal conflicts Low productivity Poor alignment to organization’s strategy Start Point Inappropriate organization structure

Slide 6:

Focus Change – New state of things, different from old state of things Can be viewed as an opportunity or as a threat Change First order change Second order change (making moderate adjustments) (reinvent, reengineer, rewrite) OD consultants are experts in organizational change What needs to be changed and how to go about it

Slide 7:

Orientation Diagnosing Taking Action Re-Diagnosing Taking New Action This process is known as ‘ Action Research ’ Change occurs based on the actions taken New knowledge comes from examining the results of the actions Three ingredients: Participation OD consultant (as collaborator & co-learner ) Iterative process of diagnosis & action

Definitions of OD:

Definitions of OD Source Definition Beckhard (1969) “An effort, planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's processes, using behavioral-science knowledge”. Margulies & Raia (1972) “A value-based process of self-assessment and planned change, involving specific strategies and technology, aimed at improving the overall effectiveness of an organizational system.” French & Bell (1978) “A long-range effort to improve an organization’s problem solving and renewal processes, particularly through a more effective and collaborative management of an organization culture with the assistance of a change agent, or catalyst, and the use of the theory and technology of applied behavioral science, including action research”

Definitions of OD:

Definitions of OD Source Definition Edgar Schein (1980) “Process that applies behavioral science knowledge & practices to help organizations achieve greater effectiveness, including increased financial performance & improved quality of work life.” Michael Beer (1980) “A system-wide process of data collection, diagnosis, action planning, intervention, and evaluation aimed at (1) enhancing congruence among organisational structure, process, strategy, people and culture; (2) developing new & creative organisational solutions; and (3) developing the organisation’s self-renewing capacity. It occurs through the collaboration of organisational members working with a change agent using behavioural science theory, research and technology”.

Definitions of OD:

Definitions of OD Source Definition Burke (1982) “Planned process of change in an organization’s culture through the utilization of behavioral science technologies, research, and theory.” Warrick (1984) “Planned, long-range systems and primarily behavioral science strategy for understanding, developing, and changing organizations to improve their present and future effectiveness and health” Jamieson, Bach Kallick , & Kur (1984) “Long-term, planned changes in the culture, technology, and management of a total organization or at least a significant part of the total organization” Porras & Robertson (1992) “Planned, behavioral science-based interventions in work settings for the purpose of improving organizational functioning and individual development”

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