Definition Organization Development (OD) is an effort (1) Planned (2) Organization wide, and (3) Managed from the

top, to (4) Increase organization effectiveness and health through (5) Planned interventions in the organizations processes, using behavioral-science knowledge.

To intervene is to enter into an ongoing system of relationships, to come between or among persons, groups, or objects for the purpose of helping them.

It refers to the range of planned, programmatic activities clients and consultants participate in during the course of an organization development program.

A work group is - a number of persons - usually reporting to a common superior - having some face-to-face interaction - persons have some degree of interdependence in carrying out tasks for the purpose of achieving organizational goals A team is - a form of group - has some characteristics in greater degree than ordinary groups - and a higher degree of interdependency and interaction

Strategic units of organization Much of the organizations work is accomplished directly or indirectly through teams Work team culture exerts a significant influence on individual behaviour

Cross-Functional Teams: comprised of

individuals with functional home base- eg. Manufacturing, design, engg etc.- but they meet regularly to solve ongoing challenges requiring input from a number of functional areas

Effective Teams: are relaxed, comfortable

and informal

High-Performance Teams: have strong

personal commitment to each othercommitment to others growth and success

The four main areas: Diagnosis Task Accomplishments Team relationships Team and organization processes

Formal work group diagnostic meeting Formal work group tem-building meeting Process Consultation

Gestalt OD

Its purpose is to conduct a general critique of the performance of the group and to uncover and identify problems on which they will work on

It has the goal of improving the teams effectiveness through better management of task demands, relationship demands and group processes.

Process consultation model is similar to team-based interventions It places greater emphasis on diagnosing and understanding process events

Focuses more on the individual than on the group is the Gestalt Approach to OD

ROLE ANALYSIS TECHNIQUE

INTERDEPENDENCY EXERCISE RESPONSIBILITY CHARTING

ROLE NEGOTIATION TECHNIQUE VISIONING

APPRECIATIONS & CONCERNS EXERCISE

FORCE-FIELD ANALYSIS