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Organizational Development
y Meaning:
Organization development (OD) is a conceptual, organization-wide effort to increase an organization's effectiveness and viability.
The Organizational Development (OD) process is complicated and it takes long time to complete the process. It takes minimum of one year and sometimes continues indefinitely. There are different approaches to OD process but the typical process consists of nine steps, viz., 1.Initial Diagnosis 2. Data Collection 3. Data Feedback 4. Selection of Interventions 5. Implementation of interventions 6. Action planning and problem solving 7. Team Building 8. Inter-Group Development 9. Evaluation and Follow up
Initial diagnosis
Data collection
Data feedback
Implementation of interventions
Selection of interventions
Team building
2. Data Collection: The survey method is employed to collect the data for
determining organizational climate. It also helps in identifying the behavioral problems that are rising in the organization.
3. Data Feedback: The collected data are analyzed and reviewed by various work
groups that are formed for this purpose. It is done in order to intervene in the areas of disagreement or confrontation of ideas or opinions.
6. Action Planning and Problem Solving: To solve the specific and identified
problems by using the collected data, groups prepare recommendations and specific action planning.
A set of values, assumptions & beliefs constitutes an integral part of Organizational Development, shaping the goals & methods of the field & distinguishing Organizational Development from other improvement strategies.
MEANINGS
y Assumptions - something that you think is true although you have no definite proof . y Beliefs - are the assumptions we make about ourselves, about others in the world and about how we expect things to be. Beliefs are about how we think things really are, what we think is really true and what therefore expect as likely consequences that will follow from our behavior. y Values - are about how we have learnt to think things ought to be or people ought to behave, especially in terms of qualities such as honesty, integrity and openness
According to Bennis, The basic value underlying all OD theory and practice is that of CHOICE. Through focused attention, and through the collection and feedback of relevant data to relevant people, more choice becomes available and hence better decisions are made.
work more competently. Development of increased understanding between and within working groups in order to reduce tension. Development of better methods of conflict resolution. Rather than the usual bureaucratic methods, which rely mainly on suppression, compromise and unprincipled power more rational and open methods of conflict resolution are sought. Developing organic rather than mechanical systems.
Richard Beckhard, in 1969, described several assumptions about the nature and functioning of organizations held by OD practitioners, as tested below:
The basic building blocks of an organization are groups(teams) so the basic units of change are groups and not individuals. An always relevant change goal is the reduction of inappropriate competition between parts of the organization and the development of a more collaborative condition. Decision-making in a healthy organization is located where the information sources are rather than in a particular role or level of hierarchy. Organizations, sub-unit of organizations and individuals continuously manage their affairs against goals. Control are interim measures, not the basis of managerial strategy. One goal of healthy organization is to develop generally open communication, mutual trust and confidence between and across levels. People support what they help create. People effected by a change must be allowed active participation and a sense of ownership in planning and conduct of the change.
informal levels, greatly influences feelings of satisfaction & competence. y Most people wish to be accepted & to interact cooperatively with at least one reference group usually work group. y Most people are capable of making greater contributions to group effectiveness & development. y Finally there exist attitudinal & motivational problems in organizations.
Implications:
Let teams flourish because they are often the best way to get work done. Invest time in group development to increase group members & create positive climate. Adopt team leadership style Require interactive & transactional solutions.
REFERNCES
y Organizational Behavior- L.M Prasad y Internet-
http://www.authorstream.com/Presentation/Bharathi sunagar-347044-4-values-assumptions-entertainmentppt-powerpoint/
Name- Konica Aggarwal Roll No.- 2421