OD’History, Basic components,

Objectives, Characteristic,

Assumption and Values

ORGANIZATIONAL DEVELOPMENT

OD

History

Basic Components

Objectives

Characteristic

Assumption And

Value

History of OD:

Laboratory Training Background

• Laboratory training began in 1946, when Kurt Levin was asked 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 the behaviors

they had observed

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

data about their own behavior

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

Feedback about group interaction was a rich learning experience.

• Applying T-group techniques to organizations gradually became known as “team

building “

Action Research and Survey Feedback

Background

• The action research contribution began in 1940

• The research needed to be closely linked to the actions

• A collaborative effort was made, to collect the organizational data

• To analyze the cause of the problem and then to device and implement a solution

• Further data was collected to asses the results

QUALITY OF WORK LIFE

This phase was developed in Europe in 1950 based on the research of Eric Trist.

The contribution of QWL can be explained in two phases:

This program involved developing a work design which aimed at better integrating technology and people.

Participation by unions and management in the work design.

The distinguishing characteristics of this program was developing self managing groups .

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.

Basic Components:

Long-term effort: It means that organization change and

development take time. It is more accurate to describe improvement

as a never ending of continuous change.

Led and supported by top management: Top management must

lead and activity encourages the change effort. Top management

must initiate the improvement journey and be committed ti seeing it

through.

Visioning process: Through this process organization members

develop a viable, coherent and shared picture of the nature of the

product and services the organization offered.

Empowerment process: It means those leadership behavior and

human resource practices that enables organization members to

develop and use their talents as fully as possible.

Learning process: It means those interacting, listening and self-

examining process that facilitate individual, team and organizational

learning.

Problem solving process: It refers to the ways organization

members diagnose situation, solve problems, make decisions and

take actions on problems, opportunities, and challenges in the

organizations environment and its internal functioning.

By ongoing collaborative management: One of the most important

things to manage in organizations is the culture. The prevailing

pattern of the values, attitude, beliefs, assumptions, activities, norms

and artifacts affect organization activates.

Liberation Management: Liberation management is that cotemporary bureaucratic structures with their functional specialties and rigid hierarchies are all wrong for the demands of today’s fast faced market place.

Using the consultant facilitators role: It conveys our beliefs that leaders can benefit from seeking professional assistance in planning and implementing OD initiatives.

Action research: It means the participative model of collaborative and iterative diagnosis and taking action in which the leader, organization members, and OD practitioners work together to defined and resolve problems and opportunities.

By intact work teams and other configurations: It recognizes that teams can contribute in accomplishing works in organizations. The most prevalent forms of teams in organizations are intact work teams consisting of superiors and subordinates with a specific job to perform.

Objectives:

To increase the level & trust and support among organizational

members.

Individual and group development.

To increase the level of personal enthusiasm and satisfaction in the

organization.

Focus on value development.

Empowerment of social sides of employees.

To increase the organization’s problem solving.

To increase the openness of

communication laterally,

vertically and diagonally.

To create an environment in

which authority of assigned

role is implemented by authority

based on knowledge and skill.

To find synergistic solutions to Fig.Vertical Horizontal communication

problems with greater frequency.

To increase the level of self and group responsibility in planning and

implementation.

To put in place processes that will help improve the ongoing

operation & the organization on a continuous basis.

CHARACTERISTIC:

OD focuses on culture and processes: Organization development

on culture and process of proper and organization on following

suitable and positive culture level and process success organization

development program depend.

Collaboration: Specifically, OD encourages collaboration between

organization leaders and members in managing culture and

processes.

Accomplishment of tasks: Teams of all kinds are particularly

important for accomplishing tasks and are targets for OD activities.

Human and social sides:OD focuses on the human and social side

of the organization and in so doing also intervenes in the

technological and structural sides.

Participation: Participation and involvement in problem solving and decision making by all levels of the organization are hallmarks of OD.

System change: OD focuses on total system change and views organizations as complex social systems.

Facilitation: OD practitioners are facilitators, collaborators, and co learners as complex social systems.

Over arching goals: An over reaching goal is to make the client system able to solve its problems on its own by teaching the skills and knowledge of continuous learning through self analytical methods. OD views organization improvement as an ongoing process in the context of a constantly changing environment.

Action research model: OD relies on an action research model with extensive participation by client system members.

Developmental view: OD takes a development view that seeks the betterment of both individuals and the organization . Attempting to create “win- win” solution is standard practice in OD programs.

ASSUMPTIONS OF OD:

There are sets of believes , from basic to most OD activities relating

people as:

• Individual

• Team Member/ Leader

• Part of an Organization

Assumptions about people as an

INDIVIDUAL

Most individuals have drive towards personal growth &

amelioration with a challenging environment.

Most people are capable of making higher level of contribution to

organizational goal.

Assumptions about people

In GROUP & As a LEADER Maximum people carries a desire to be get accepted by at least one

small reference group.

The most psychologically relevant group for most people is the work group.

All member, morally, should assist each other with effective leadership & member behavior.

Suppressed feelings & attitudes adversely affect problem solving, personal growth & job satisfaction.

It is believed that level of interpersonal trust, support, & cooperation is much lower than is either desirable or mandatory.

Solution to most motivational & attitudinal queries in an organizations are transactional (debatable or transferable)

Assumptions about people as a

PART OF SYSTEM

Traditional bureaucratic org structures to give way to newer

organizational designs.

Needs & aspirations of employees to be addressed.

Putting people first can result in organization that r humane

developmental & empowering as well as a high performing in terms

of productivity, profitability & quality of out put.

VALUES OF OD

What do you mean by values?

A personal value is absolute or relative and ethical value, the

assumption of which can be the basis for ethical action. A value system

is a set of consistent values and measures. A principle value is a

foundation upon which other values and measures of integrity are

based.

Ethical values?

Individually or organizationally, values determine what is right and

what is wrong, and doing what is right or wrong is what

we mean by ethics. To behave ethically is to behave in a manner

consistent with what is right or moral.

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OD VALUES

Development

Professionalism

Helping people and organizations

Respect to all individuals

Inclusion, collaboration and participation

Open , honest and candid communications

Authenticity

Inquiry

Community

Diversity

Personal and organization awareness, growth and learning

Experimentation

Creating a realistic hope

Integrity

Confidentiality

BIBILIOGRAPHY

https://en.wikipedia.org/wiki/Organization_development

www.organisationdevelopment.org/history-of-od/

11 Components of Organization Development Process given by French Bell