Grid OD

Pramod Dhawan

an organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an “ideal strategic corporate model”.Introduction Designed by Blake and Mouton. . It is a 6 phase program lasting about 3-5 years. In this.

knowledge and processes necessary for effectiveness. It focuses on skills. . The organizational program is conducted by internal members who have been pre-trained in Grid concepts. enabling individuals and groups to assess their own strengths and weakness. of instruments. Basic to Grid OD program are the concepts and methods of Managerial Grid.The program utilizes a considerable no.

Phases Pre-phase Phase 1: The Managerial Grid Phase 2: Teamwork Development Phase 3: Intergroup Development Phase 4: Developing as Ideal Strategic Corporate Model Phase 5: Implementing the Ideal Strategic Model Phase 6: Systematic Critique .

It is a week long experience based laboratory. They learn both what the Grid OD program and how to conduct it in their own company. At a Grid OD Seminar. . assess their own styles using Managerial Grid questionnaire. participants are taught the materials involved in phases 2 to 6. Managers learn about Grid concepts.Pre-phase Selected key managers in the organization attend Grid seminar.

Managerial Grid .Phase I .

9 managers. conducted by in-company managers. The focus of training: 1. Managers learn to become 9.Phase I (Contd. 4. . 5. 2. 3.) A Grid Seminar. 6. is given to all the managers of the organization. Assessing an individual’s managerial style Problem solving Evaluating Communication skills The skills of synergizing teamwork are learned and practiced.

Phase 2: Teamwork Development The goal is perfecting teamwork in the organization through analysis of team. Also in developing skills in planning. culture. setting objectives and problem solving. traditions. This allows manager to understand how others see his or her strengths and weaknesses in the team working. . Feedback is given to each managers about his or her individual and team behavior.

The dynamics of intergroup cooperation & competition are explored.take part in the exercises and activities.Phase 3: Intergroup Development The phase includes building operational plans for moving the two groups from their actual state to an ideal state of intergroup relations. . Often only selected members of the teamspeople who have close working relations with the other team.

Using the comparisons of ideal corporate versus real corporate logic. team is better able to recognize what aspects .Phase 4: Developing an Ideal Strategic Corporate Model The focus shifts to corporate strategic planning. with the goal being to learn the concepts and the skills of corporate logic necessary to achieve corporate excellence. The top management groups engages in the strategic planning activities of this phase. Top mgt. The charge of top management group is to design an ideal strategic corporate model that would define what the corporation would be like if it were truly excellent.

Each component appoints a planning team whose job is to examine every phase of the component’s operation to see how the business may be moved more in line with the ideal model. . geographical locations. implement the model of corporate excellence developed in Phase 4. product lines etc. The planning teams thus conduct “conversion studies” to see how the components must change to fit the ideal strategic corporate model. In addition.Phase 5: Implementing the Ideal Strategic Model The org. a phase 5 coordination is appointed to act as a resource to the planning teams. Logical components of the corporation are designed (profit centers.).

Systematic critiquing. . This phase is begun after phase 5 is going well and is beginning to convert the organization to ideal model.Phase 6: Systematic Critique The results of the Grid OD program. are measured. Taking stock of where the corporation has been. how far it has come. what barriers still exist and must be overcome and what new opportunities have developed that may be exploited. measuring and evaluating lead to knowledge of what progress has been made. from pre phase 1 to post phase 5. where it currently is thus represents a “new beginning” from which to continue striving toward corporate excellence.


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