Organisation Development

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Organization Development:

Organization Development Presented By: Rupesh Dwivedi Suhit Agale Jeevita Kotian Poonam Ullal Suketa Kotian Sneha Kulkarni

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Flow of presentation: What is OD? Evolution of OD/History Objectives and characteristics of OD Why OD? Assumptions and underlying value of OD Models Kurt Lewin’s Model of change Edgar Schien’s 3 stage model Cummings and Worley model of change Benefits and limitations of OD Organization Development

Organizational Development:

Organization development (OD) is: Planned approach to respond effectively to changes in its external and internal environment Systematic, integrated and planned approach to improve the effectiveness of the enterprise Designed to solve problems that adversely affect the operational efficiency at all levels Organizational Development

Evolution of OD:

Involved over 40 years from the application of behavioral science knowledge and techniques to solving organizational problems Developed in 1940 at MIT by social scientist Kurt Lewin and psychologists Carl Rogers and Abraham Maslow Emerged about 1957 and is generally conceded to have evolved from two basic sources: Application of laboratory methods Survey research methods Evolution of OD

HISTORY OF ORGANISATION DEVELOPMENT:

HISTORY OF ORGANISATION DEVELOPMENT LABORATORY TRAINING ACTION RESEARCH SURVEY FEEDBACK PARTICIPATIVE MANAGEMENT QUALITY OF WORK LIFE STRATEGIC CHANGE C U R R E N T O D P R A C T I C E

Definition:

Organization development (OD) is a long-range effort to improve an organizations problem solving and renewal process, particularly through a more effective and collaborative management of organization culture with special emphasis on the culture of formal work-teams with assistance of a change agent, or catalyst and the use of theory and technology of applied behaviour science, including action research. -(French and Bell) Recent definitions of Organization development (OD): [The aims of OD are]….(1) enhancing congruence between organizational structure, processes, strategy, people and culture; (2) developing new and creative organizational solutions, and (3) developing the organizations self-renewing capacity. (Beer, 1980) Definition

OBJECTIVES OF ORGANISATIONAL DEVELOPMENT :

OBJECTIVES OF ORGANISATIONAL DEVELOPMENT Making individuals aware about the vision of the Organisation Encouraging employees Strengthening inter-personnel trust Participation Of employees Creating a work atmosphere Replacing formal lines Creating an event of trust

CHARACTERISTICS :

CHARACTERISTICS Educational Strategy Relates to real Organizational problems Uses sensitivity training methods Collaborative Relationships Aims for better conflict resolution Long term approach Uses attitudes & Skills of people Dynamic Process Research based activity Works on adaptive & open System

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WHY ORGANIZATION DEVELOPMENT ? For profitability , productivity, morale and quality of work life Maximizing an organization's investment in its employees. The work force has also changed. Adaptability and responsiveness are essential to survive and thrive.

Values & Assumptions:

Values & Assumptions OD movement believes in the assumptions of theory Y of McGregor and emphasizes supportive and creative opportunities for growth A new appointed employee needs confirmation and support of other organizational members. It is important to accept the contrasts and conflicts of individuals as reality. Personal growth and organizational growth. Solving the conflicts.

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Edgar H. Schein's Model of Organizational Culture Artifacts and behaviours Espoused values Assumptions

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Kurt Lewin Change Management Model Stage 1: Unfreezing Stage 2: Change - or Transition Stage 3: Freezing (or Refreezing)

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Cummings & Worley's six guidelines for cultural change Formulate a clear strategic vision Display Top-management commitment Model culture change at the highest level. Modify the organization to support organizational change. Select and socialize newcomers and terminate deviants . Develop ethical and legal sensitivity.

Benefits Of OD To The Organization:

Benefits Of OD To The Organization Conflict Management Executive Development Goal Setting Managing resistance to change Organizational restructuring Project management Self-directed work teams

Organisation Benefits cont…:

Organisation Benefits cont… Socio-technical system design Strategic planning Team building Total Quality management Group facilitation

Benefits To The Employees:

Benefits To The Employees Career Counseling Coordination & management of multi- disciplinary consultants Creative problem solving Customer service training Developmental communication Interpersonal communication skills Human Resource Management Training evaluation

Employee Benefits cont…:

Employee Benefits cont… Labour relation Leadership Development Management Development Outplacement Sales training Stress management Technical training Time management Workforce diversity

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Limitations of OD •Major time requirements •Substantial expense •Delayed payoff period •Possible failure •Possible invasion of privacy •Possible Psychological harm •Potential conformity •Emphasis on group processes rather than performance •Possible conceptual ambiguity •Difficulty in evaluation •Cultural incompatibility

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