Professional Documents
Culture Documents
Is it sufficient to focus HRD Effort on Individuals or should we consider interventions at Group & Organizational level?
How can we assist Individual, Groups, & Organizations in dealing with Change?
Agenda
Is it really possible to transform an entire Organization? What might a High Performing Work System look like?
OD is defined as
Planned Activity
To ensure the organizations strategic ambition can be delivered To ensure during turbulent change, the organization capability is maintained, aligned & improved. To ensure organizations health is maintained or further develop through planned change effort.
So that the Organization will remain relevant and fit for its constituents
Intervention is defined as
A coming between or among members or groups of an organization for the purpose of effecting change The practice of planned change, putting theory into practice, changing the status quo
A set of sequenced or planned actions or events intended to help the organization increase its effectiveness.
Goal Specificity
Programmability
Sponsor
Purpose of OD Interventions
Reason of OD
External
1. Knowledge Explosion 2. Competitor Pressure 3. Changing Employee Demands 4. Legislation
Internal
1. Identified Problems (Turnover, Absenteeism etc) 2. Natural Growth Stages
OD Intervention Techniques
Intergroup Level
Structural Approach
Relates the element of the Organization to one another. Includes Downsizing, Decentralization & Centralizatio
Technical Approach
Changes in Machinery, Methods, Automation, Job Design Change have helped companies to be more Productive
Types of OD Interventions
Category Individual Team Intergroup Total Organizational System 1. Goal Setting 2. Survey Research & Feedback 3. Action Research 4. Total Quality Management 5. Reengineering
Behavioral
1. Team Building 2. Process Consultation 3. Quality Control 4. Role Negotiation 5. Role Analysis 6. Third Party Interventions 7. Goal Setting
1. Intergroup Dev 2. Third Party Intervention 3. Organization Mirror 4. Third Party Consultation
Types of OD Interventions
Category Individual Team Intergroup Total Organizational System 1. Survey Research & Feedback 2. Action Research 3. TQM 4. High Performing Systems 5. Reengineerin g
Structural
1. Job 1. Job 1. Job Enrichment Enrichment Enrichment 2. Stress 2. Team 2. Goal Setting Management building 3. TQM 3. MBO 3. Role Negotiation 4. Self Managed Work Teams 5. Role Analysis
Types of OD Interventions
Category Individual Team Intergroup Total Organizational System 1. Survey Research & Feedback 2. Action Research 3. TQM 4. High Performing Systems 5. Reengineeri ng
Technical
Job Design
Conclusion..
1. Organizational Development can be difficult Reluctance/Resistance to Change 2. Success is most likely with: An appropriate model of Change The appropriate method of Interventions A system approach 3. Need a dual focus on Organizational performance and employees well being