ORGANIZATIONALDEVELOPMENT STRATEGIES

CHAPTER 7By

Giuliana Benevento, Maria-Elena Fasulo, Michoel Zajdel & Sabrina Gentile

ORGANIZATIONAL CHANGE

Organisational change is about making an organization more efficient

What is OD Strategy?

A plan to combine different organizational improvement activities to accomplish a goal

The type of strategy selected depends on the type of problem

3 OD Strategies

Structural Technological Behavioural

1. STRUCTURAL STRATEGY

Removes or adds layers to hierarchy

Changes can involve decentralization & centralization

Structural strategy tries to change an organization’s design by changing the lines of:

Authority

Span of Control

Arrangement of work functions

*Recently, this has been a major goal for organizations

2. TECHNOLOGICAL STRATEGIES

Helps companies become more productive

Implement new technologies such as computer systems & machinery, which are often required to bring an organization up to date with:

Modernized machinery

Methods

Automation

Job design

3. BEHAVIORAL STRATEGIES Emphasises on the use of

human resources by improving: Morale Motivation Commitment of members

OD is often associated with

behavioral strategies

INTEGRATION OF STRATEGIES

BEHAVIOURAL

TECHNOLOGICALSTRUCTURAL

The strategies do not exist in isolation of one another

Second-Order Sequence:

Refers to the indirect consequences that result from immediate change

Collectively consider behavioural, structural, and technological issues

Stream Analysis:

• Analyses of all 3 approaches & schedules interventions at specific times

• The relationships between the interventions are determined

• Plots the progress of intervention

ORGANIZATIONAL ICEBERG APPRAOCH

SELECTING AN OD INTERVENTION

What is an intervention? Specific activities and programs by which change can be

developed

OD intervention aim at changing some specific aspect of an organization such as:

ODINTERVENTIO

N

Climate

Members

Procedures

Structure

OD INTERVENTION

Occur when there is an ongoing issue or problem between the organization and its members

The intervention evaluates the issue or problem in order to find a solution

OD intervention are aimed at: Correcting inefficiencies

Solving problems

Developing strengths

Creating areas of opportunities

SELECTING AN OD TECHNIQUE

The practitioner & the client consider several factors: The nature of the problem

Objectives of the change

The culture & norms of client system

The expected degree of resistance

ACTIVITY POP QUIZ!

THANK YOU!ANY QUESTIONS?