Organisational Change and

Development (OCD)

Fr. Michael John, SJ

 AOL

1. Understand the need for change and the importance of developing skills to facilitate

organizational changes.

2. Develop comprehensive understanding of OD concepts, values and theories.

3. Probe the development role of HR practitioner as facilitators and managers of change

and to develop key competencies suitable for application in OD interventions

4. Explore the outcome diagnosing organization based on the feedback of diagnostic

information

5. Learn to utilize his/her skills in designing the OD interventions, process of techno

structural interventions.
learn the nature of OC and examine some
of the basic characteristics of OC.
 Intro…

“Why it’s not as easy as it looks”

 b is !
m at
Du ea! e
Gr ea!
is
Th itin
g
Id Id c
Ex
hy e?
W ng
ha O h s!
C
Ye lly!
ina
F

ate
I h is!
th not
hy ge?
W an
Ch
o t
N in
g a g
A i n
el d
f e i ze
g I’m erg
l in ?
e
fe k en ow
I’m sic N
hy
W
Change
 Change…

is the disruption of the status quo

A break in the continuities that represent the steady stream of
our lives.

often makes for interesting times

 It may seem positive if you’re leading the change.
 It may seem negative if you’re on the receiving end of it.
 an ongoing process…

Companies no longer have a

choice, they must change to
survive

resist change
puts increased pressure on management to learn the
subtleties of change
 types of change…

Anticipated Changes
Changes that are planned ahead of time and occur as intended
according to a plan.

Emergent Changes
Changes that arise spontaneously from local innovation and that are not
originally anticipated or intended.

Opportunity-Based Changes
Changes that are not anticipated ahead of time, but are introduced
during the change process in response to an unexpected opportunity,
event, or breakdown.
 the forces for change…

1. How do organizations know when they should

change?
2. What cues should an organization look for?
 “The factory of the future will have only two employees, a man and a dog. The man will be
there to feed the dog. The dog will be there to keep the man from touching the
equipment.” Warren Bennis

INTERNAL
EXTERNAL
FORCES
FORCES
Leadership and
Technology vision
Economy Work force
Human/social Employee
needs & values dissatisfaction
New ideas
Govt. Policies
Performance failures
 four levels of every organization…

Easiest Short term

Physical
(processes, tools,
Ability to influence or change

Durability of the change

and structures)

Infrastructure
(management systems,
measurements and rewards)

Behavioral
(what groups and individuals do)

Most difficult Long term

Cultural
(values, beliefs and norms)