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organizational development
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Presentation by:
Priyanka Bounthiyal
Student (3rd Year BBA)
Po
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Organization Intergroup conflict
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Interpersonal conflicts
am
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Inappropria Po
te leadership
style
Focus
Change – new state of things, different from old state of
things
1. Participation
Re-Diagnosing
2. OD consultant (as collaborator & colearner)
Definition(s) of OD
Organization Development is an effort (1) planned, (2) organization-
wide, and (3) managed from top, to (4) increase organization effectiveness and
health through (5) planned interventions in organization’s “processes”, using
behavioral-science knowledge. …Beckhard, 1969
Organization Transformation
Organizational Culture
Learning Organization
Kurt Lewin
Transformational
factors
Transactional
factors
Models and theories Contd..
Social Factors
Culture, management style,
informal networks,
individual attributes
Physical Settings
Space configuration,
physical ambiance
Technology
Machinery, tools, IT, job
design
Systems Theory
David A. Nadler
The Congruence Model
Norms form the basis for behavior, and change comes through
reeducation in which old norms are discarded and replaced by new
ones.
Applied Science
Practice Research Practice Theory
Action Research
Data Collection
Feedback of data to client system members Diagnostic
Purposes
Marvin Weisbord
Weisbord identifies Relationships Structure
six critical areas
where things must go
Leadership
right if organisation is
to be successful.
According to him, the
Helpful
consultant must Rewards
Mechanisms
attend to both formal
and informal aspects
En
of each box.
vi
ro
nm
used by OD practitioners
Actions
Interventions are the actions taken to produce desired changes.
Four conditions that give rise to the need for OD interventions:
1. The organisation has a problem
(corrective
corrective action – to fix it)
2. Organization sees an unrealized opportunity
(enabling
enabling action – to seize the opportunity)
3. Features of organization are out of alignment
(alignment
alignment action – to get things back ‘in sync’)
4. Yesterday’s vision is no longer good enough
(action
action for new vision – actions to build necessary
structures, processes and culture to make new vision a
reality)
Interventions
Major families of OD interventions:
1. Diagnostic
2. Team-Building
3. Intergroup
4. Education and Training
5. Structural
6. Process Consultation
7. Grid Organization Development
8. Third-Party Peace Making
9. Coaching and Counseling
10.Life and Career Planning
11.Planning and Goal Setting
12.Strategic Management
Motivating Change
Creating a Vision
Effective Change
Developing Political Support
Management
Sustaining Momentum
Program Management Contd..
Kotter’s 8-stage process for managing organizational change:
1 Establishing a sense of urgency
Summary
OD can make a
difference
Good understanding
Proper response
Adaptability
www.odnetwork.org