STAGES/PROCESS OF ORGANIZATIONAL DEVELOPMENT PROGRAMME, UNDERLYING ASSUMPTIONS AND VALUES.

Organizational Development
y Meaning:

Organization development (OD) is a conceptual, organization-wide effort to increase an organization's effectiveness and viability.

Data Collection 3. Inter-Group Development 9. Evaluation and Follow up . Data Feedback 4. Action planning and problem solving 7. 1. Team Building 8.The Organizational Development (OD) process is complicated and it takes long time to complete the process.Initial Diagnosis 2. There are different approaches to OD process but the typical process consists of nine steps. It takes minimum of one year and sometimes continues indefinitely. Selection of Interventions 5.. Implementation of interventions 6. viz.

Initial diagnosis Data collection Data feedback Action planning and problem solving Implementation of interventions Selection of interventions Team building Inter group development Evaluation and follow up PROCESS OF ORGANIZATIONAL DEVELOPMENT .

direct observation. 2. It also helps in identifying the behavioral problems that are rising in the organization. 3. . The suitable interventions are to be selected and designed at this stage. Initial Diagnosis: The initial diagnosis refers to finding the inadequacies within the organization that can be corrected by OD activities then it is necessary to find out the professionally competent persons within organization to plan and execute OD activities. It is done in order to intervene in the areas of disagreement or confrontation of ideas or opinions. questionnaires. The outside consultants can be also employed to help in diagnosing the problems and diagnosing OD activities. Selection of Interventions: The interventions can be described as the planned activities that are introduced into the system to achieve desired changes and improvements. analysis of documents and reports for diagnosing the problem. Data Feedback: The collected data are analyzed and reviewed by various work groups that are formed for this purpose. Data Collection: The survey method is employed to collect the data for determining organizational climate. The consultants adopt various methods and that primarily includes interviews.1. 4.

8. Implementation of Interventions: The selected intervention should be implemented progressively as the process is not a one shot. . the consultants encourage the inter-group meetings. 7. The consultants make great significance to the organization in this respect. The entire steps in the OD processes should be followed by the organization in order to derive full range of OD benefits. Action Planning and Problem Solving: To solve the specific and identified problems by using the collected data. 9. it achieves real and lasting change in the attitudes and behavior of employees.5. Inter-group Development: After the formation of groups/teams. groups prepare recommendations and specific action planning. Team Building: The consultants explain the advantages of the teams in OD process and encourage the employees throughout the process to form into groups and teams. 6. Consequently. and develop the programmes further for correcting the deviations. Evaluation and follow up: The organization should evaluate the OD programmes and should find out their utility. quick cure for organizational problems. interaction etc.

VALUES. ASSUMPTIONS AND BELIEFS OF ORGANIZATIONAL DEVELOPMENT .

. assumptions & beliefs constitutes an integral part of Organizational Development.A set of values. shaping the goals & methods of the field & distinguishing Organizational Development from other improvement strategies.

especially in terms of qualities such as honesty.are the assumptions we make about ourselves. what we think is really true and what therefore expect as likely consequences that will follow from our behavior. integrity and openness .something that you think is true although you have no definite proof .are about how we have learnt to think things ought to be or people ought to behave.MEANINGS y Assumptions . y Values . about others in the world and about how we expect things to be. y Beliefs . Beliefs are about how we think things really are.

Through focused attention.According to Bennis. and through the collection and feedback of relevant data to relevant people. The basic value underlying all OD theory and practice is that of CHOICE. more choice becomes available and hence better decisions are made. .

Organizational Development Values Tend to be:  Humanistic  Optimistic &  Democratic .

posit that people are basically good.assert the sanctity of the individual.Proclaim the importance of the individual. Optimistic values . the right of people to be free from arbitrary misuse of power. the importance of fair & equitable treatment for all & the need for justice through the rule of law & due process.Humanistic values . that progress is possible & desirable in human affairs . assume that everyone is intrinsic worth. . respect & dignity. view all people as having the potential for growth & development. Democratic values . & that reason & goodwill are the tools for making progress.

compromise and unprincipled power more rational and open methods of conflict resolution are sought. Rather than the usual bureaucratic methods. Development of better methods of conflict resolution. which rely mainly on suppression.  Development of increased understanding between and within working groups in order to reduce tension. capacity for functional groups to work more competently.e. . so that human factors and feelings come to be considered legitimate. Warren Bennis proposed the OD practitioners(change agent) share a set of normative goals based on their Humanistic/Democratic philosophy.Early statements of OD values and assumptions Early statements of OD values and assumptions Values are an integral part of OD. He tested the following normative goals:  Improvement in interpersonal competence.  Developing organic rather than mechanical systems.  A shift in values. In 1969.  Development of more effective Team Management i.

not the basis of managerial strategy. Decision-making in a healthy organization is located where the information sources are rather than in a particular role or level of hierarchy. sub-unit of organizations and individuals continuously manage their affairs against goals. mutual trust and confidence between and across levels. . as tested below: The basic building blocks of an organization are groups(teams) so the basic units of change are groups and not individuals.Richard Beckhard. Control are interim measures. An always relevant change goal is the reduction of inappropriate competition between parts of the organization and the development of a more collaborative condition. One goal of healthy organization is to develop generally open communication. described several ³assumptions about the nature and functioning of organizations´ held by OD practitioners. People effected by a change must be allowed active participation and a sense of ownership in planning and conduct of the change. in 1969. People support what they help create. Organizations.

groups.IMPLICATIONS of OD values assumptions y What are some of the implications of OD assumptions & values for dealing with individuals . & organizations? .

y Second that most people desire to make & are capable of making a greater contribution to attaining organization goals 1 Implications for dealing with individuals .1. Implications of dealing with INDIVIDUALS There are two basic assumptions: y First that most of individuals have drives toward personal growth & development if environment is both supportive & challenging.

The implications of these two assumptions are straight forward: Ask Listen Support Challenge Encourage risk taking Permit failure Remove obstacles & barriers Give autonomy Give responsibility Set high standards Reward success .

Implications of dealing with GROUPS ASSUMPTIONS: y What occurs in the work group at both formal & informal levels. . y Most people are capable of making greater contributions to group effectiveness & development. greatly influences feelings of satisfaction & competence. y Finally there exist attitudinal & motivational problems in organizations.2. y Most people wish to be accepted & to interact cooperatively with at least one reference group usually work group.

Implications: ‡Let teams flourish because they are often the best way to get work done. . ‡Invest time in group development to increase group members & create positive climate. ‡Adopt team leadership style Require interactive & transactional solutions.

com/Presentation/Bharathi sunagar-347044-4-values-assumptions-entertainmentppt-powerpoint/ Name.authorstream.2421 .L.Konica Aggarwal Roll No.REFERNCES y Organizational Behavior.M Prasad y Internet- http://www..

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