Professional Documents
Culture Documents
DEVELOPMENT
BY
ORGANISATION
Characteristics of
organisation
ORGANISATION
DEVELOPMENT
GOALS OF AN
ORGANISATION
ORGANISATIONAL
ENVIRONMENTS
External Environment
The external environment is in terms
of forces in the social, political,
economic and cultural factors.
Competition from similar
organisations, changing needs of the
public, knowledge explosion, rapid
growth of technology- all constitute
threat to organisational effectiveness
INTERNAL
ENVIRONMENT
Organisation has also to take into
cognizance its internal environment
which includes existing structure,
technology, needs and expectations of
its people, and the changing scenario of
labour force
ORGANISATION DEVELOPMENT (OD)
is a planned approach to respond
effectively to changes in external and
internal environments
SCHOOLS OF THOUGHT
Essentially there are two schools of
thought
in OD
1) Programme Procedure School
2) System- Process School
PROGRAMME-PROCEDURE
SCHOOL
SYSTEM- PROCESS
SCHOOL
Personnel oriented
Individual
Sectional
Prescriptive
System internal
System Process
Internal and
external
Department
Group
Holistic
Open
Interdisciplinary
DEFINITION OF OD
GOALS OF OD
OBJECTIVES OF OD
CHARACTERISTIC
FEATURES OF OD
In any OD effort the totality of the
organisation is to be taken into account.
The approach should be holistic either
for identifying the need for change
within or
for planningand implementing a change
Until the intended change is absorbed
in the total system, optimal
collaboration, synergism and efficiency
cannot be obtained
Continued
Intended changes
a) Intend changes in the organisational
structure should be initiated on the basis
of a study of the existing structure
especially the formal relationships, span
of control and functions performed by
each individual in the context of the others (macro
level)
b) Another approach to OD is at micro level
ie. At the job level. Job related aspects such as
authority, responsibility, activities performed,
overlapping
roles etc, are considered for modification in keeping
with
the attitudes, expectations of the role incumbents.
Intended changed
continued
Research studies have shown that job attitudes and job
satisfaction influence
performance
c) OD practitioners also aim at improving the
interpersonal climate. The work climate of
openness, trust and collaboration has positive
influence on performance, while the climate of suspicion,
distrust and hostility result in low or mediocre performance.
The climate should be supportive, proactive and allow for
opportunities to be creative and original
d) Communication is the life of an organisation and effective
communication is basic to internal work climate
e) Decision making is another important area for OD
intervention
MODELS OF OD
1)
2)
3)
Salient issues in OD
Continued
4. Change may occur in individual behaviour
or organisational behaviour.
5. Identifying the needed change depends
upon determining the nature and type of the
problem within the organisation
6. While the earlier approaches have concentrated
in individual changes, the
present trend emphasizes on the holistic
approach of dealing with group or teams.
7. Evaluating effectiveness of OD programmes is as
important as identifying the problem and the
appropriate intervention techniques
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
Thank you