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 Participation of change

agent
Comprehensive Change
Emphasis on
intervention
Long-range change
Emphasis on action
Dynamic process 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

Problem identification & diagnosis

Planning strategy for change

Intervening in the system

Evaluation
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
organization’s functioning
Program All activities designed to
management 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
Definition of sensitivity training

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 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
Problem sensing

Examining deferences

Giving & receiving feedback

Developing interactive skills

Follow-up actions
Survey feedback

The use of questionnaires to identify

discrepancies among members
perceptions, discussion follows, &
remedies are suggested.
Process of Survey feedback

Data collection

Feedback & information

Follow-up action
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

Managerial grid

Teamwork development

Intergroup development

Developing ideal strategic corporate model

Implementing the ideal strategic model

Systematic critique
 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…...

OD can make
a difference
Good understanding
Proper response
Adaptability
http://www.citehr.com/3596-organization-
development-interventions.html