Histry of od

7/29/2019 Histry of od

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DEFINITIONOrganization development is a system wide application ofbehavioral science knowledge to the planned development

, improvement, and reinforcement of the strategies ,

structure and process that lead to organization

effectiveness


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It involves both 'hard' and 'soft' issues.

The 'hard' issues for OD are strategies and policies,

structures and systems. The 'softer' issues are developing

appropriate skills, behaviours and attitudes to achieve

optimum performance.

Both the 'harder' and 'softer' issues of OD need to be

addressed to avoid conflict between goals and needs.


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HISTORY OF ORGANISATION

DEVELOPMENT

LABORATORY TRAINING

ACTION RESEARCH SURVEY FEEDBACK

PARTICIPATIVE MANAGEMENT

QUALITY OF WORK LIFE

STRATEGIC CHANGE

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Laboratory Training Background

Laboratory training began in 1946, when Kurt Levin wasasked for help in research on training community leaders

A workshop was developed and the community leaders were

brought together

At the end of each session the researchers discussed thebehaviors they had observed

Thus the first T-group was formed in which people reacted

to data about their own behavior


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The researchers drew two conclusion about this first T-group experiment

Feedback about group interaction was a rich learningexperience

The process ofgroupbuilding had potential for learning

that could be transferred to backhome situations

Applying T-group techniques to organizations

gradually became known as team bui lding


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Action Research and Survey

Feedback BackgroundThe action research contribution began in 1940

The research needed to be closely linked to the actions

A collaborative effort was made, to collect theorganizational data

To analyze the cause of the problem and then to device

and implement a solution

Further data was collected to asses the results


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Participative Management

BackgroundParticipative management is a means of getting

employees involved in planning and managing change

Four types of management systemsExploitative authoritative system

Benevolent authoritative systems

Consultative systems

Participative group


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Likert applied system 4 to organization using a survey

feedback process

Which asked the members about the present and the ideal

conditions about the organization

Generated action plans to move the organization towards

system 4 condition


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Productivity and quality of work

life backgroundThe contribution of QWL can be explained in two phases

This phase was developed in Europe in 1950 based on the

research of Eric Trist.This program involved developing a work design which

aimed at better integrating technology and people

Participation by unions and management in the work

designThe distinguishing characteristics of this program was

developing self managing groups


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The second phase of QWL continues under the banner of

employee involvement

Employee contribution helps in running the organization

so that it can be more flexible, productive and competitive


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Strategic Change BackgroundThis background is a recent influence on ODs evolution

Strategic change involves improving alignment among an

organization's environment, strategy and designRichard Bechhard used open system planning

He described the difference between organizations'

demand and the way it responds could be reduced and

performance improved

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Histry of od