PowerPoint Presentation to Accompany

Prepared By
Mohit Singh
Mohd. Abubakr
Raj kumar gupta
INTRODUCTION
Organisational development is a collection of change
method that try to improve organisational
effectiveness and employee well being.

Organisation development encompasses a collection
of planned-changed interventions built on humanistic
democratic value that seek to improve organisational
effectiveness and employee well-being

Features of organizational development
Planned Change
Comprehensive Change
Long-range change
Dynamic process
Participation of change
agent
Emphasis on
intervention
Emphasis on action
research
Normative
educational process
Role of organizational development
To place emphasis on humanistic values
To Treat each human being as a complex
person
To increase the level of trust among
members
To increase the level of enthusiasm at all
levels
To increase the level of self & group
responsibility in planning
Problems in organizational development
Discrepancy between ideal and real situations
Lack of open system concept
Resistance to change
Lack of motivation among members
Costly programmes
Process of organisational development
Evaluation
Intervening in the system
Planning strategy for change
Problem identification & diagnosis
Managing the OD Process

Three basic components of OD programs:
Diagnosis Continuous collection of data
about total system, its
subunits, its processes, and
its culture
Action All activities and interventions
designed to improve the
organizations functioning
Program
management
All activities designed to
ensure success of the
program
OD Interventions
Organization Development (OD) interventions techniques are the methods created by
OD professionals and others. Single organization or consultant cannot use all the
interventions. They use these interventions depending upon the need or requirement.
The most important interventions are,

1. Survey feedback
2. Process Consultation
3. sensitivity Training
4. The Managerial grid
5. Goal setting and Planning
6. Team Building and management by objectives
7. Job enrichment, changes in organizational structure and participative management
and Quality circles, ISO, TQM


Process of OD Intervention
Sensitivity training
Team building
Survey feedback
Behaviour modification
Grid organization development
Career planning
Job expectation technique
Organisational renewal process
Structural OD Interventions
Job redesign
Work schedule option
Process consultation
MBO
Decision centres
Collateral organisation
Sensitivity Training is a form of training that
claims to make people more aware of their own
prejudices, and more sensitive to others.
According to its critics, it involves the use of
psychological techniques with groups that its
critics.
Definition of sensitivity training
Definition of team building
1. High interaction among team members to
increase trust and openness.


2. Team building uses high interaction group
activities to increase trust & openness among
team members, improve coordinative efforts, and
increase team performance.
Process of team building
Follow-up actions
Developing interactive skills
Giving & receiving feedback
Examining deferences
Problem sensing
Survey feedback
The use of questionnaires to identify
discrepancies among members
perceptions, discussion follows, &
remedies are suggested.
Process of Survey feedback
Follow-up action
Feedback & information
Data collection
Process Consultation
The basic content of p-c is that the
consultant works with individuals and
groups in the organisation to help them
learn about human and social processes
and to solve problems that stem from
process events.
Process Consultation
Initiate contact
Define the relationship
Select the setting and the method
Gather data & make a diagnosis
Intervene
Reduce involvement & terminate
Grid organisational development
It is a comprehensive and systematic OD
programme which aims at individuals
groups and the organisation as a whole.
It utilises a considerable number of
instruments, enabling individuals and
groups to assess their own strengths
and weaknesses.


Blake & Mouton
Process of Grid organisational development
Systematic critique
Implementing the ideal strategic model
Developing ideal strategic corporate model
Intergroup development
Teamwork development
Managerial grid
SUMMARY
OD Effort
is a planned change
involves the total system
managed with total acceptance and
commitment of the top management
is designed to improve organisational
effectiveness
makes use of behavioural science knowledge

Summary- Contd
is in terms of intervention at the task or
structure or technology or people level
is an ongoing process and long term process
relies primarily on experiential learning
uses an action research intervention mode
Summary contd...
Good understanding
Proper response
Adaptability
http://www.citehr.com/3596-organization-
development-interventions.html