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Organization Development (OD) : Presented by

Organization development (OD) aims to increase organizational effectiveness and health through planned interventions using behavioral science knowledge. It is defined as an organization-wide, top-managed effort to advance the growth and development of an organization. OD techniques include sensitivity training, survey feedback, process consultation, and team building/intergroup development to improve group processes, communication, motivation and productivity. While OD requires resources and time, its benefits include greater job satisfaction, commitment, and reduced conflict and turnover.
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0% found this document useful (0 votes)
85 views23 pages

Organization Development (OD) : Presented by

Organization development (OD) aims to increase organizational effectiveness and health through planned interventions using behavioral science knowledge. It is defined as an organization-wide, top-managed effort to advance the growth and development of an organization. OD techniques include sensitivity training, survey feedback, process consultation, and team building/intergroup development to improve group processes, communication, motivation and productivity. While OD requires resources and time, its benefits include greater job satisfaction, commitment, and reduced conflict and turnover.
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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organization development (OD)

presented by
Gajaba Perera Gunawardena
definition-what is an organization

 an organization is the planned coordination of the activities


of a number of people for the achievement of some
common explicit purpose or goal, through division of labor
and function, and through a hierarchy of authority and
responsibility –(Edgar Shein)
definition- what is
development
 development is the act, process, result, or
state of being developed- which, in turn,
means to advance, to promote the growth of,
to evolve the possibilities of, to further, to
improve, or to enhance something.
definition
organization development

 od is an effort (1) planned (2) organization


wide (3)managed from the top (4) increase
organization effectiveness and health through
(5) planned interventions in the organization’s
processes, using behavioral science
knowledge. Richard Beckhard)
definition - od

 od is a response to a change, a complex


educational strategy intended to change the beliefs,
attitudes, values, and structure of organizations so
that they can better adapt to new technologies,
markets, and challenges, and the dizzying rate of
change itself- (warren g. Bennis)
why study od
 first, it works. od programs can improve
individual performance, create better morale,
and increase organizational profitability.
many chronic problems in organizations can
be cured by od techniques
continued/
 second, the use of od is growing. the
approach and methods of od are applied
throughout the gamut of today’s
organizations and industries.
continued/
 third, it is now recognized the the most
important assets or organizations are human
assets-the men and women who produce the
goods and make the decisions
 The organizational development can then summarily
be defined as, "An effort
 (a) planned,
 (b) organization wide,
 (c) managed from the top, in order to
 (d) increase organizational effectiveness and health,
through
 (e) planned intervention in the organization's
"processes" using behavioural science knowledge".
WHY DO OD?
 Human resources
 Changing nature of the workplace
 Global markets
 Accelerated rate of change
distinguishing characteristics
of od
 an emphasis, although not exclusively so, on group
and organizational processes in contrast to
substantive context.
 an emphasis on the work of team as the key unit for
learning more effective modes or organizational
behavior
distinctive features of od

 an od program is a long range, planned and


sustained effort that is based on an overall strategy.
 consultant establishes a unique relationship with the
client system: the consultant seeks and maintains a
collaborative relationship of relative equality with the
organization members
continued

 od interventions are distinctive in nature: they


are reflexive, self-analytical, self-skill building
in nature. in most od interventions pervasive
use of a collaborative action research model
is evident.
continued/

 od interventions assume that work-related


groups of individuals and work-related inter-
group configurations are more important
leverage poionts for change that are other
configurations
continued/

 od utilizes behavioral science base


 the desired outcomes of organizational
effectiveness and health are supplemented in od
with the goal that organization culture and
processes be changed in order that the organization
continue to be reflexive and self-examining
Benefits
 It mainly tries to deal with the changes throughout the organization or
in any one of the major units.
 It develops greater motivation.
 It increases productivity.
 A better quality of work.
 It creates higher job satisfaction
 Team work is improved and encouraged
 It finds better solution for conflicts
 Commitment to objectives
 Increases the willingness to change
 Absenteeism is reduced.
 Turnover is lower
Limitations
 Organizational development is long-way process and
requires more time.
 It consists of substantial expense, delayed payoff periods
 Failures are possible
 Possibility for invasion of privacy
 Possible for psychological harms
 It emphasizes only in group process compared to
performance
 Conceptual ambiguity is possible.
Organizational Development
Techniques
Sensitivity Training
Training groups (T-groups) that
seek to change behavior through
unstructured group interaction
Provides increased awareness of
others and self
Increases empathy with others,
improves listening skills, greater
openness, and increased tolerance
for others
Organizational Development
Techniques (cont’d)
Survey Feedback Approach
The use of questionnaires to identify discrepancies
among member perceptions; discussion follows and
remedies are suggested
Organizational Development
Techniques (cont’d)
Process Consultation (PC)
A consultant gives a client insights into what is going on
around the client, within the client, and between the client
and other people; identifies processes that need
improvement.
Organizational Development
Techniques (cont’d)
Team Building
High interaction among team members to
increase trust and openness

Team
TeamBuilding
BuildingActivities
Activities
•• Goal
Goaland
andpriority
prioritysetting
setting
•• Developing
Developinginterpersonal
interpersonalrelations
relations
•• Role
Roleanalysis
analysistotoeach
eachmember’s
member’srole
roleand
and
responsibilities
responsibilities
•• Team
Teamprocess
processanalysis
analysis
Organizational Development
Techniques (cont’d)
Intergroup Development
OD efforts to change the attitudes, stereotypes, and
perceptions that groups have of each other

Intergroup
IntergroupProblem
ProblemSolving:
Solving:
•• Groups
Groupsindependently
independentlydevelop
developlists
listsofofperceptions
perceptions
•• Share
Shareand
anddiscuss
discusslists
lists
•• Look
Lookfor
forcauses
causesofofmisperceptions
misperceptions
•• Work
Worktotodevelop
developintegrative
integrativesolutions
solutions

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