Grid Organizational

Development

Agnes Presila S
II MSW
 What is Grid OD
 A diagnostic tool developed by organizational consultants
Robert Blake and Jane Mouton, which allows managers to
assess their leadership style.

 In a self-completion questionnaire, managers indicate their

behaviour preferences, and the overall score is plotted on two
dimensions:
 concern for people
 concern for task

 From this, different styles of management can be identified and

managers can assess whether they need to change their style.
 The managerial grid identifies a range of management
behavior based on the different ways that how
production/service oriented and employee oriented
states interact with each other.

 The Managerial grid is also called as instrumental

laboratory training as it is a structured version of
laboratory training.
 It consists of individual and group exercises with a view to
developing awareness of individual managerial style
interpersonal competence and group effectiveness.

 Thus grid training is related to the leadership styles. The

managerial grid focuses on the observations of behavior in
exercises specifically related to work. Participants in this
training are encouraged and helped to appraise their own
managerial style.
 6 Phases of grid OD
 Managerial Grid: This aspect of
Grid training programme lay
emphasis on identifying the
managerial styles, teamwork
and communication skills
prevailing within the
organization.
 Teamwork Development: Here,
the focus is on developing the
teamwork by analyzing the
tradition and culture existing
within the organization.
 Also, the planning skills,
objective-setting skills, and
problem-solving skills are
developed in this phase.
 Intergroup
Development: This aspect
deals with maintaining the  Developing Ideal Strategic
cordial intergroup
relationships.
 The focus is on increasing
the cooperation among the
group members and ruling
out the conflicts, if any.
Corporate Model: Here the
focus shifts towards the
organization as a whole,
where the skills necessary
for the organizational
excellence are inculcated
into the members through
training.
 Implementing the Ideal
Strategic Model: This aspect
of the programme focuses
on building the organization
on the grounds of an ideal
organization as perceived in
the previous phase.
 Here, each group is assigned
a task to evolve a strategy
that helps in making an ideal
organization, with the help
of consultants.
 Once the strategies are
evolved the best one gets
implemented.
 Systematic Critique: Here,
organization development
programme is critically
evaluated on the grounds of
efforts made and the
shortcomings encountered
while running the
programme. In case, the
shortcomings are severe;
the programme may be
redesigned.
 Types of OD Interventions

• We can classify the OD interventions into three categories a

follows:

1.Behavioural Techniques: These techniques are designed to

affect the behaviour of individuals and the group. These
include:
• Sensitivity Training
• Role Playing
• Management by Objectives
• Grid Organisation Development.
2. Non-Behavioural Techniques: These techniques are
much more structured than behavioural techniques.
These include:
• Organizational Redesign
• Work design
• Job enrichment

3. Miscellaneous Techniques: In addition to the above

techniques, there are certain other techniques which
are used in organisation development, such as:
• Survey feedback
• Process consultation
• Team building
 Conclusion
Conclusion
The major objective behind the grid training is to
consider the entire organization as an interactive
system where the analysis techniques could be
applied to diagnose the problems and understand
the reasons behind the changes in the organization.
Also, it helps in determining the leadership styles
and techniques of participation to help in producing
the desirable results.