Historical background of OD A HISTORY Acade my " ProfessHistory of OD (1) T-group ‘ (2) Survey Feedback Technology Four major stems of onc} Retlonivesearch (4) Productivity & Quality of work life (1) T-Group (Laboratory Training) - participants learn from their own actions and the group’s evolving dynamics (2) Developing reliable questionnaires, collecting data from personnel, analyzing it for trends, and feeding the results back to everyone for action planning (3) Diagnosing, taking action, re-diagnosing and taking new action 4) Integrate social requirements of employees with technical ents needed to do work in provided environment. ‘Academy of Management & Professional Develepment °Revolutionary Values & Beliefs of OD IW Organic systems (mutual confidence & trust) rather than mechanical systems (authority-obedience) Warren Bennis BB Basic units of change are groups, not individuals .. kichard seckhard IB Avzy from resisting and fearing individual differences towards accepting and utilizing them - Robert Tannenbaum ‘Trust and respect for individual Open communication Radical departure from Decentralized decision making accepted values and beliefs of 1960's Collaboration and cooperation Appropriate use of powers Authentic interpersonal relationships [Academy of Management & Trefeetional Bevlepment 10HISTORY OF ORGAN P. LABORATORY TRAINING SURVEY RESEARCH FEEDBACK ACTION RESEARCH PRODUCTIVITY QUALITY OF WORK LIFE > ATION c LU is iy E NI T fe) D Lette ker ti]Laboratory Training Background QLaboratory taining began in 1946, when Kurt Levin was asked for help in research on training community leaders QA workshop was developed and the community leaders were brought together QAt the end of each session the researchers discussed the behaviors they had observed UThus the first T-group was formed in which people reacted to data about their own behavior ‘Academy of Management & Wrofessional DevelopmentHistory of OD + Kurt Lewin (1898-1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s_ * From Lewin came the ideas of group dynamics and action research which underpin the basic OD process 9 ae | as providing its collaborative consultant/client ethos.Irew two conclusion about this first T- group experiment > Feedback about group interaction was a rich learning experience >The process of “group building” had potential for learning that could be transferred to “back home” situations Applying T-group techniques to organizations gradually became known as team buildingAction Research and Survey Feedback Background QThe action research contribution began in 1940 Q The research needed to be closely linked to the actions 4A collaborative effort was made, to collect the organizational data QTo analyze the cause of the problem and then to device and implement a solution Further data was collected to asses the resultsParticipative Management Background OParticipative management is a means of getting employees involved in planning and managing change Four types of management systems 4 Exploitative authoritative system a Benevolent authoritative systems Consultative systems O Participative group ‘Academy of Management & Trofersonsl Dewlepment. 15» Job search Packaging Responsiveness » Job retention Performance of job duties Getting along with others Positive attitude about work Personal philosophyProductivity and quality of work life background u The contribution of QWL can be explained in two phases Q This phase was developed in Europe in 1950 based on the research of Eric Trist. a This program involved developing a work design which aimed at better integrating technology and people OQ Participation by unions and management in the work design u The distinguishing characteristics of this program was developing self managing groupsa The second phase of QWL continues under the banner of employee involyement a Employee contribution helps in running the organization so that it can be more flexible, productive and competitive Academy of Nanagement & Prafeccional Devslepment 1Second-Generation OD @ Organization Transformation @ Organizational Culture @ Learning Organization @ Total Quality Management @ Visioning and Future Search @ Business Process Reengineering r @ Quality of Work Life