OD.ppt Main1

8/13/2019 OD.ppt Main1

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Overview on OD

In 1950s and 1960s a new integrated

approach originated which is known as

Organizat ion Development

OD is a systematic application of

behavioral science knowledge at various

levels to bring a planned change


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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


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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


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Important Terms in OD

Contractual Relationship

Sponsoring Organization nor Change agentknow 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 Fees will be


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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.


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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


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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 toseek help in solving problem.


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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


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Applied Behavioral Science

One of the outstanding characteristic ofOD that distinguishes it from most otherimprovement 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


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Anthropology

Administrative theory

OB

Economics & political science


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The change agent main functions is to

help the organization define and solve its

own problem

Basic method used is Action Research


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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 theother parts, is fully recognized.


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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 ofindividuals in organizations and groups is

generally a product of group influences

rather than personality


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The change agent main functions is to

help the organization define and solve its

own problem

Basic method used is Action Research


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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 effectivedecision processes, more appropriate leadership style,

improved skill in dealing with destructive conflict, and

higher levels of trust and cooperation among

organizational members..


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Improved organizational

performanceThese objectives stem from a value system basedon an optimistic view of the nature of man that

man in a supportive environment is capable of

achieving higher levels of development andaccomplishment.

Essential to organization development and

effectiveness is the scientific method inquiry, a

rigorous search for causes, experimental testing ofhypotheses, and review of results


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Objectives of OD

To increase cooperation among

employees.

To increase employees level of

satisfaction and commitment.


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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.


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Objectives of OD

6.To effectively manage conflict.

7. To improve overall organizational climate

8.To improve the organizations problem

solving and self-renewal capabilities

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OD.ppt Main1