ORGANIZATION

DEVELOPMENT AND
MANAGING CHANGE
WHAT IS OD?
OD is a planned system-wide
change using behavioral science
and humanistic values, principles,
and practices to achieve greater
organizational performance and
effectiveness.
1. Nature of Planned Change
2. Role of OD Practitioner
WHY PLANNED CHANGE?

 Organizations can use planned change

 To solve problems

 To learn from experience

 To adapt to external environment changes

 To improve performance

 To influence future changes.

THEORIES OF PLANNED CHANGE

Lewin’schange model
Action research model
Contemporary Action Research
LEWIN’S CHANGE MODEL
Change process as consisting
of three steps
 Unfreezing
 Moving
 Refreezing
ACTION RESEARCH MODEL
1. Problem identification
2. Consultation with a behavioral science
expert
3. Data gathering and preliminary diagnosis
4. Feedback to key client or group
5. Joint diagnosis of problem
6. Joint action planning
7. Action
8. Data gathering after action
CONTEMPORARY ACTION
RESEARCH
1. Choose Positive subjects
2. Collect Positive Stories with Broad
Participation
3. Examine Data and Develop Possibility
Propositions
4. Develop a vision with Broad Participation
5. Develop Action Plan
6. Evaluate
GENERAL MODEL OF PLANNED
CHANGE
1. Entering and Contracting
2. Diagnosing
3. Planning and Implementing Change
4. Evaluating and Institutionalizing
Change
 ROLE OF OD PRACTITIONER
What role does the OD Practitioner perform in
the OD process?
 Solve problems in processes, systems, teams,
individuals, organizational cultures, structures,
and designs with every area in the organization.
 Improving organizational performance and
effectiveness through diagnosis and
interventions.
TYPICAL ROLES THE OD PRACTITIONER
PERFORMS
 Confronting old ways
 Helping people get out of comfort zones
 Helping to achieve an open and trusting
environment
 Providing insights on how to stay on track
toward the new vision
 Balancing the power in groups and
organizations
 Questioning the “traditional” or
“bureaucratic” practices
cont’d
 Providing expertise in teambuilding, systems
redesign, and other behavioral science
interventions
 Facilitating different views and perspectives

 Helping to minimize conflicts over “territory”

 Helping to move toward “high performance”

teams and systems
 Helping to achieve a “healthy” organization

 Helping to adapt productively to change

 Assisting to close the gap between the

current state and the positive future state