A presentation on

Presented By
Organisation & it
characteristics
Organization :A structured social system consisting
of groups and individuals working together to meet
some agreed on objectives

Dynamic : Not static .Ever changing entities

Employees and managers bring their individual
differences to work each day
Organizational dynamics means the study of behavioral nature of
the organization and the factors impacting them.
 individuals' roles
 interpersonal relations
 group dynamics
 how they all react when brought together
individuals' roles ….

interpersonal relations …

group dynamics…..

How they all react when

brought together to
accomplish a task ???
Employees and Managers bring to work their individual differences
each day - Attitudes, values, personality and behavior
• How people interpret an assignment,
• Whether they like to be told what to do
• Wow they handle challenges
• How they interact with others
OB uses three level analysis to better understand the behavior of
the organization
•Individuals
•Groups
•Organization
• People alone and in groups –
both influence and are
influenced by their work
environment
• Organizations are interested in
understanding how different
work groups help the company
more efficient and also the ways
of organizing work that can
make company more competitive
in the midst of challenging
economic conditions
• Leadership and management styles
• Groups and Team
• Power and politics

dynamics of the process of making changes within organizations,

the dynamics of organizational learning, the dynamics of
managing conflict within and between groups within an
organization, the dynamics of team development, the, the
dynamics of motivation, the dynamics of power and authority,
the dynamics of leadership development, and the dynamics of 
system-wide organizational development.
• To be an effective leader in todays business environment
one should understand the organizational dynamics (how
people get along)
• The ability to create positive dynamic and manage change
within an organization is dependent upon the ability to
successfully deliver communication from the top down as
well as laterally
It is a model of Leadership that meets both the challenges of a
rapidly changing environment and the need to emotionally
engage everyone within the organization.
Emphasizes on behaviors that inspire and nurture others.

• Developing and sharing an inspiring vision of the organization's future

• Behaving in ways that bring out the best in individuals and teams
• Showing genuine concern and respect for others
• Continuously investing in the development of themselves and others
• Developing a culture of collaboration rather than command and
control where change is welcomed as an opportunity rather than a
threat
• Recognizing that leadership needs to be demonstrated at times by
everyone in the organization
Dynamics in management style of HCL
……..

Compared to Typical ‘Customer first, stakeholders second

and employees 3rd
Team Dynamics are the unseen forces that operate in a team
between different people or groups. Team Dynamics can strongly
influence how a team reacts, behaves or performs, and the effects of
team dynamics are often very complex.

A small team of six people working

in one office there are two people
who have a particularly strong
friendship. This friendship is a
"natural force" that may have an
influence on the rest of the team,
and can be manifest in various ways,
either positively or negatively.
How do you recognize team
dynamics?
Looking for the forces that influence How can team dynamics be
team behavior. managed constructively?
1.Personality styles (eg: including or 1.look for the team dynamics - the
excluding people) 'natural forces' at play
2.Team Roles 2.determine whether they are
3.Office layout (eg: cupboards dividing acting for good or ill,
teams into two) 3.make interventions to make the
4.Tools and technology (eg: email, effect of those dynamics more
bulletin board, information pool positive.
enabling hidden communication).
5.Organizational culture
6.Processes/methodologies/procedures
 Theories of Organizational Dynamics
• Action theories developed to improve the management of
human wellness and performance in organizational work
settings
• An action theory explains how an existing pattern of work
behavior in an organization sustains itself and identifies the
factors that are involved in changing the pattern of behavior to
improve human wellness and performance
• Interaction between an individual and his company and the
dynamics therein, lays the ground for how the employee will
fare within his organization
• Employees planning a long-term career in the organization, it is
important to understand the primary behavioral pattern of their
company and make suitable changes in their own behavior
The pitfalls that teams face as they seek to "row together".
a diverse workforce ranging from industry veterans to
new college graduates brimming with youthful
enthusiasm
generation gaps at work are of perhaps the greatest
strategic importance today for leaders to address

First time history

four generations
facing off across the
conference room
table
• Employers and employees ignore the differences between
generations as a factor that determines OD because we believe
that regardless of our age we all face the same life stages
• Mistake is made in assuming that every generation handles the
life stages in the same manner
• Each generation has its own generational personality that is
shaped by the events and conditions we experience in our
formative years. This shared common history is what shapes
how we see the world and how we relate to it.
 Baby Boomers (1946-1964)
Traditionalist (1900-1945)
80 million
75 million
•Grew up during Watergate and Vietnam
•Grew up during two world wars
•Learned to distrust government
•Learned to do without
•Experienced targeted consumerism
•Experienced the breadlines
•Hardworking and patriotic •Competitive and idealistic

•Learned to value teamwork •Learned to be the Me-generation

•Interpersonal-style management
•Military-style management
•Change-of-Command attitude
•Chain-of-Command attitude
•One-word description-Optimistic
•One-word description-Loyal

Millennials (1981-1999)
Generation Xers (1965-1980)
76 million
46 million
•Grew up during a technology boom
•Grew up in triple divorce rates
•Learned to value wisdom from elders
•Learned to count on themselves
•Experienced violence in schools/streets
•Experienced tabloid exposure of heroes
•Positive, pragmatic, next Greatest Generation
•Independent and resourceful
•Learned to accept diversity
•Learned to be self-reliant
•Empowerment management style
•Entrepreneurial management style (dot
com) •Don't Command-Collaborate attitude
•Self-Command attitude •One-word description-Realistic
•One-word description-Skeptical
Identifying Change Agents
Change Agents are defined as being the early adopters--
the first on the block to try what's new.
• Employee
• Understand his/her primary behavioral pattern as well as the type of the
organization that he/she is currently working for
• A company that aligns with his primary behavioral pattern.
• To rise to the top of the organization; Understand its primary behavior
pattern
• Organization
• Position different types of employees in different kinds of roles for
maximum benefit to both the individual and the company.
• Navigators: Networking, good communicators, ability to adapt
quickly
• Operators: Experts in their own domain, firm believers in hard
work
• Interfacers: Good communicators, lateral thinkers, ability to grasp
new/ different ideas quickly
• The right fit