Post on 04-Jun-2018
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Overview on OD
In 1950s and 1960s a new integrated
approach originated which is known as
Organizat ion Development
OD is a systematic application of
behavioral science knowledge at various
levels to bring a planned change
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What is OD????
OD is a planned process of change in an
organization to improve the effectiveness
of the enterprise. It is designed to solve
problem that adversely affect the
operational efficiency at all levels.
Koonz et .al
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What is OD????
It is a planned process of change in an
organization s culture through the
utilization of behavioral science
technology, research and theory
BURKE
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Important Terms in OD
Contractual Relationship
Sponsoring Organization nor Change agentknow how long change agent help will be
needed. Tentative agreement must be their.
S.O. must know C.A plan, commitment &responsibility for program
Change Agent Fees will be
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Change Agent
He is a behavioral scientist
He know how to get people in an
organization involved in solving their own
problems.
Main strength is Comprehensive
knowledge of human behavior supported
by no. of intervention techniques.
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Change Agent
He is not a technical expert skilled in such
functional area as accounting, production,
or finance.
He can be either external or internal to the
organization
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Sponsoring organization
The initiative for OD programs comes from
the organization that has a problem
This means that top management is aware
that problem exists and has decided toseek help in solving problem.
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Sponsoring organization
This indicates a willingness on the part of
the client organization to accept help and
assures the organization that management
is actively concerned
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Applied Behavioral Science
One of the outstanding characteristic ofOD that distinguishes it from most otherimprovement programs is that it is based
on helping relationship Using theory and methods drawn from
such behavioral sciences as
Industrial /organizational psychology Industrial Sociology
Communication
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Applied Behavioral Science
Anthropology
Administrative theory
OB
Economics & political science
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Applied Behavioral Science
The change agent main functions is to
help the organization define and solve its
own problem
Basic method used is Action Research
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Systems context
OD deals with a total system the organization as a
whole, including its relevant environment or with a
subsystem or systems departments or work groups
in the context of the total system.
Parts of systems, for example, individuals, cliques,
structures, norms, values, and products are not
considered in isolation; the principle of interdependency,
that is, that change in one part of a system affects theother parts, is fully recognized.
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Systems context Thus, OD interventions focus on the total
culture and cultural processes of
organizations. The focus is also on
groups, since the relevant behavior ofindividuals in organizations and groups is
generally a product of group influences
rather than personality
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Applied Behavioral Science
The change agent main functions is to
help the organization define and solve its
own problem
Basic method used is Action Research
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Improved organizational
performance The objective of OD is to improve the organization's
capacity to handle its internal and external functioning
and relationships. This would include such things as improved
interpersonal and group processes, more effective
communication, enhanced ability to cope with
organizational problems of all kinds, more effectivedecision processes, more appropriate leadership style,
improved skill in dealing with destructive conflict, and
higher levels of trust and cooperation among
organizational members..
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Improved organizational
performanceThese objectives stem from a value system basedon an optimistic view of the nature of man that
man in a supportive environment is capable of
achieving higher levels of development andaccomplishment.
Essential to organization development and
effectiveness is the scientific method inquiry, a
rigorous search for causes, experimental testing ofhypotheses, and review of results
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Objectives of OD
To increase cooperation among
employees.
To increase employees level of
satisfaction and commitment.
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Objectives of OD
3.To increase the level of inter-personnel
trust among employees.
4. To increase openness of communication
5. To develop more effective work group.
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Objectives of OD
6.To effectively manage conflict.
7. To improve overall organizational climate
8.To improve the organizations problem
solving and self-renewal capabilities