Asignatura:

Organizaciones.

CUADRO SINOPTICO

Modelos de Desarrollo Organizacional

Presentado por:

Jhon Alexander Diaz Osorio Código: 080359082021

María José Urueña Meneses Código de estudiante: 080356372021

Oscar Mateo Marroquín Riobo Código de estudiante: 080355402021

Kelly Tatiana Sierra Urueña Código de estudiante: 080353062020

Docente:

Diana Constanza Corral

Programa:

Administración Financiera

Grupo: 1

Ibagué – Tolima

2022

Models have been used to
guide the organization
development (OD)
consulting process for
enhanced organizational
effectiveness.
ORGANIZATIONAL
ORGANIZATION CHANGE,
DEVELOPMENT DEVELOPMENT, AND
MODELS LEARNING
ORGANIZATIONS
Enhanced organizational
effectiveness through the
adoption of one or a
combination of change
intervention strategies
which are: human process-
based strategies, techno-
structural strategies, socio-
technical strategies, and
organizational
transformation strategies.
Assumes that a shift in
the balance of these
It focuses on the Components:
Organizational learning: THE THREE forces or
conditions/forces conditions towards the
STEP-MODEL  Unfreezing
 Is a learning that drive or hinder direction of the
OF CHANGE  Moving
process that behaviour. planned change can
naturally exists in Are based on two main bring about desired  refreezing
all organizations theories: change process changes in
without any theory and implementation behaviour
planned efforts? theory. The former concerns
 As learning by the dynamics of the change
individuals and process (how and why change
groups IN the occurs), whereas the latter
organization addresses how actions
generate change and what Action research
actions can be taken to initiate
Components: problem identification,
further assumes that the desired
THE ACTION consulting with a behavioural science
and guide change outcomes of research/knowledge
RESEARCH in action are solutions to expert, data gathering and preliminary
MODEL the immediate organizational diagnosis, feedback to client, joint diagnosis
problems as well as important of the problem, joint action planning, action,
A learning organization is learning from intended and and data gathering after action.
an organization that seeks unintended outcomes
to create its own future;
that assumes learning is
an ongoing and creative
ORGANISATIONAL
process for its members;
DEVELOPMENT
and one that develops,
MODELS The original appreciative
adapts, and transforms
inquiry
itself in response to the Components:
method was a collective
needs and aspirations of THE  The dream phase
discovery process into the
people, both inside and APPRECIATIVE  The design stage
best of what is, what might
outside itself. INQUIRY MODEL  The delivery or destiny
be, what
should be, and what can be. stage.
(This cyclical process
continues with a review of
The phases through which the best of “what is)
organizational change:
Learning organization:  Three-stage model
 The action research
 Type of
model
organization that
 The appreciative
requires
conscious effort inquiry model
Focuses on planned
on the part of the  The general model of Components:
change from a problem
whole system to planned change are  The entering and contracting stage
THE GENERAL solving
be established presented. perspective, as well as  The diagnosis and feedback stage
 As learning BY MODEL OF
from the perspective of  The planning and implementation stage
the organization PLANNED
identifying and  Evaluating and institutionalizing change
as a total system. CHANGE
leveraging best practices
within organizations.