Od.ppt important terms
- 1. Overview on OD • In 1950’s and 1960’s a new integrated approach originated which is known as Organization Development • OD is a systematic application of behavioral science knowledge at various levels to bring a planned change
- 2. What is OD???? • “OD is a planned process of change in an organization to improve the effectiveness of the enterprise. It is designed to solve problem that adversely affect the operational efficiency at all levels.” Koonz et .al
- 3. What is OD???? • “It is a planned process of change in an organization ‘s culture through the utilization of behavioral science technology, research and theory” BURKE
- 4. Important Terms in OD • ContraCtual relationship • Sponsoring Organization nor Change agent know how long change agent help will be needed. • Tentative agreement must be their. • S.O. must know C.A plan, commitment & responsibility for program • Change Agent Fee’s will be
- 5. Change agent • He is a behavioral scientist • He know how to get people in an organization involved in solving their own problems. • Main strength is Comprehensive knowledge of human behavior supported by no. of intervention techniques.
- 6. Change agent • He is not a technical expert skilled in such functional area as accounting, production, or finance. • He can be either external or internal to the organization
- 7. Sponsoring organization • The initiative for OD programs comes from the organization that has a problem • This means that top management is aware that problem exists and has decided to seek help in solving problem.
- 8. Sponsoring organization • This indicates a willingness on the part of the client organization to accept help and assures the organization that management is actively concerned
- 9. Applied Behavioral Science • One of the outstanding characteristic of OD that distinguishes it from most other improvement programs is that it is based on “helping relationship” • Using theory and methods drawn from such behavioral sciences as • Industrial /organizational psychology • Industrial Sociology • Communication
- 10. Applied Behavioral Science • Anthropology • Administrative theory • OB • Economics & political science •
- 11. Applied Behavioral Science • The change agent main functions is to help the organization define and solve its own problem • Basic method used is “Action Research”
- 12. Systems context • OD deals with a total system — the organization as a whole, including its relevant environment — or with a subsystem or systems — departments or work groups — in the context of the total system. • Parts of systems, for example, individuals, cliques, structures, norms, values, and products are not considered in isolation; the principle of interdependency, that is, that change in one part of a system affects the other parts, is fully recognized. •
- 13. Systems context • Thus, OD interventions focus on the total culture and cultural processes of organizations. The focus is also on groups, since the relevant behavior of individuals in organizations and groups is generally a product of group influences rather than personality
- 14. Applied Behavioral Science • The change agent main functions is to help the organization define and solve its own problem • Basic method used is “Action Research”
- 15. Improved organizational performance • The objective of OD is to improve the organization's capacity to handle its internal and external functioning and relationships. • This would include such things as improved interpersonal and group processes, more effective communication, enhanced ability to cope with organizational problems of all kinds, more effective decision processes, more appropriate leadership style, improved skill in dealing with destructive conflict, and higher levels of trust and cooperation among organizational members..
- 16. Improved organizational performance These objectives stem from a value system based on an optimistic view of the nature of man — that man in a supportive environment is capable of achieving higher levels of development and accomplishment. • Essential to organization development and effectiveness is the scientific method — inquiry, a rigorous search for causes, experimental testing of hypotheses, and review of results
- 17. Objectives of OD • To increase cooperation among employees. • To increase employee’s level of satisfaction and commitment.
- 18. Objectives of OD 3.To increase the level of inter-personnel trust among employees. 4. To increase openness of communication 5. To develop more effective work group.
- 19. Objectives of OD 6.To effectively manage conflict. 7. To improve overall organizational climate 8.To improve the organization’s problem – solving and self-renewal capabilities