organizational development
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This document discusses organization development (OD) and its strategies. It defines OD as "an effort, planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization’s processes, using behavioral-science knowledge." Some key OD strategies discussed include action research, conflict management, executive development, goal setting, group facilitation, and strategic planning. Action research is described as an assessment and problem-solving process aimed at improved effectiveness. The steps in action research are also outlined. Reasons for doing OD include addressing human resources, changing workplace nature, global market pressures, and accelerated rate of change. Both internal and external consultants can be change agents in OD. A formula for change
organizational development
- 1. ORGANIZATION DEVELOPMENTABING . ALMACEN . AŇORA
- 2. The practice of changing people and organizations for positive growthORGANIZATION DEVELOPMENT
- 3. One of the modern pioneers of social, organizational, and applied psychology.Widely recognized as the founding father of OD.Kurt Lewin(1898 – 1947)ORGANIZATION DEVELOPMENT
- 4. Organization Development (OD) is "an effort, planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's processes, using behavioral-science knowledge." -BeckhardORGANIZATION DEVELOPMENT
- 5. OD StrategiesAction Research- An assessment and problem solving process aimed at improved effectiveness for the entire organization or specific work units.Conflict Management - Bringing conflicts to the surface to discover their roots, developing a common ground from which to resolve or better manage conflict. Executive Development- One-on-one or group developmental consultation with CEO's or VP's to improve their effectiveness.Goal Setting- Defining and applying concrete goals as a road map to help an organization get where it wants to go.ORGANIZATION DEVELOPMENT
- 6. OD StrategiesGroup Facilitation- Helping people learn to interact more effectively at meetings and to apply group guidelines that foster open communication, participation and accomplishment.Strategic Planning- A dynamic process which defines the organization's mission and vision, sets goals and develops action steps to help an organization focus its present and future resources toward fulfilling its vision.Teambuilding - Improving how well organization members help one another in activities where they must interact.ORGANIZATION DEVELOPMENT
- 7. WHAT IS ACTION RESEARCH?ORGANIZATION DEVELOPMENT
- 8. STEPS IN ACTION RESEARCHEntry finding needs for change within an organizationStart-up and Contractingidentify critical success factors; clarify roles for the consultant(s) and employees; deal with resistance within the organizationAssessment and Diagnosiscollect data in order to find the opportunities and problems in the organizationORGANIZATION DEVELOPMENT
- 9. STEPS IN ACTION RESEARCHInterventioncarry out the change processFeedbacktwo-way process serves to tell those what one found out, based on an analysis of the dataAction Planningdistill recommendations from the assessment and feedback; consider alternative actionsORGANIZATION DEVELOPMENT
- 10. STEPS IN ACTION RESEARCHEvaluationevaluation procedure to verify this success, identify needs for new or continuing OD activities, and improve the OD processAdoptionimplementing processes to insure that OD remains an ongoing activity within the organizationSeparationrecognize when it is more productive for the client and consultant to undertake other activitiesORGANIZATION DEVELOPMENT
- 11. WHY DO OD? Human resourcesemployees in the company; large fraction of the costs of doing businessChanging nature of the workplaceworkers today want feedback on their performance, they want a sense of accomplishment; they need to be more efficientORGANIZATION DEVELOPMENT
- 12. WHY DO OD? Global marketthe competition is so stiff; our environments are changing, so our organizations must also change to survive and prosperAccelerated rate of changethinking has changed radically about organizational structures to emphasize faster customer response, lower costs and continuous learningORGANIZATION DEVELOPMENT
- 13. WHO DO OD? CHANGEAGENTSInternal Consultantsemployees of the organizationExternal Consultantspeople from outside the organization To be successful, OD must have the involvement of all employers.ORGANIZATION DEVELOPMENT
- 14. WHEN IS AN ORGANIZATION READY FOR OD? ORGANIZATION DEVELOPMENT
- 15. FORMULA FOR CHANGEDissatisfactionXResistance to Change VisionXFirst StepsORGANIZATION DEVELOPMENT
- 16. To thrive in tomorrow's business environment—characterized by a dynamic work force, rapid changes in technology, changing nature of the workplace and the increasing instability of the global environment—organizational development must be an ongoing effort. Encouraging continual examination and readiness for change must be part of the organization's culture.ORGANIZATION DEVELOPMENT
- 17. THANK YOU FOR LISTENING! FROM: ABING , ALMACEN , AŇORA
Editor's Notes
- #5: To improve the organization's capacity to handle its internal and external functioning and relationships.Includes:improved interpersonal and group processesmore effective communicationenhanced ability to cope with organizational problems of all kindsmore effective decision processesmore appropriate leadership styleimproved skill in dealing with destructive conflicthigher levels of trust and cooperation among members