Orgdevchrm 110103214107-phpapp02
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1. Organizational development (OD) aims to improve how organizations are structured and managed in order to better adapt to changes, solve problems, and meet goals. It involves systematically applying behavioral science knowledge to establish strategies and processes for planned organizational change. 2. OD focuses on assessing how people, processes, and technology interact and influence organizational performance. It helps organizations proactively anticipate and respond to internal and external changes. Major interventions include team building, leadership development, and culture change. 3. The OD process begins with entry and contracting between the organization and OD practitioners. Practitioners then diagnose needs, provide feedback, and help plan and introduce changes. Evaluation assesses the success of changes and whether further interventions
Orgdevchrm 110103214107-phpapp02
- 1. Organization Development The world we have created today has problems which cannot be solved by thinking the way we thought when we created them -Albert Einstein "Our success has really been based on partnerships from the very beginning." - Bill Gates1
- 2. What is an Organization ? 1. Organizations are social entities (including HR) 2. Goal-oriented 3. Designed as deliberately structured with coordinated activity systems 4. Linked to the external environment (Daft, 2004). 2
- 3. Structure, Technology, and People as Targets of Organizational Change Structure Structure Technology Technology Organizational Organizational Change Change People People 3
- 4. External Environment Laws and politics New Economy Entrants Buyers Suppliers Organization Competitive Macroenvironment Technology Environment Rivals Substitutes Demographics Social values 4
- 5. What is Development ? ''improvement in a organization’s socio-economic condition by leveraging opportunities for growth & competitiveness''. More specifically, it refers to improvements in ways of managing human resources & other factors of production to create value and satisfy people's needs & lives. e.g. • development of ideas, skills, evolution of technologies, civilization… 5
- 6. What is Org Development ? (There is no single definition of OD) So OD could be defined as "the practice of changing people and organizations for positive way or alternatively“ It is the field of study and practice that focuses on aspects of organizational life including culture, values, systems and behavior” • Long range planned effort • OD supports vision, mission, values, plan • Managed from the top • intended to increase organizational effectiveness and health • through planned interventions (change) in the D organization's process • using behavioral science knowledge 6
- 7. A Simple Definition - OD The systematic application of the behavioral sciences to establish and reinforce organizational strategies, structures and processes to change & improve organization’s performance 7
- 8. What is OD’s Function? The function of OD is… To assess the effects and relationships between people, processes, and technology To proactively anticipate and successfully respond to change. 8
- 9. Purpose of OD •World is changing at an accelerating rate, and in multiple dimensions. •Emerging trends and forces are changing the context in which organizations function. •Requirements of leaders for teams and change. •Strategic perspective for the field and the practice of OD. 9
- 10. Why Must Organizations Change? Workforce World Technology Politics Forces For Change Social Economic Trends Shocks Competition 10
- 11. Why Organizational Development • External forces will place continued pressure on enterprises to leverage technology to change public/private sector practices • Corporate governance and management processes must evolve to meet challenges that transcend short term planning horizons • Many new information system projects will be either transitional or transformative in nature—culture may shift to accommodate new ways of working • New skills and incentives will be required at ALL levels. Leadership is needed to direct organizational culture and learning 11
- 12. Phases of Organization Development In simple terms OD is: Entry The systemic application of the behavioral sciences to Contracting establish and reinforce organizational strategies, structures and processes to Diagnosing improve the organization’s performance Feedback Planning Change Interventions Evaluatio n 12
- 13. Entry Organizational Development Process begins when management senses a problem requiring organizational change Establish Client- Experts Action Research Process Relations Diagnose Evaluate/ Introduce Need for Stabilize Change Change Change Disengage Teams Services 13
- 14. Force Field Analysis Model Restraining Desired Forces Conditions Restraining Forces Driving Forces Restraining Forces Current Driving Conditions Forces Driving Forces Before During After Change Change Change 14
- 15. Contracting Organizational Development Practitioner or a person having OD training & experience to lead the effort 15
- 16. Diagnosis Organizational Development Consultant gathers information: Uses questionnaires One to one interviews Meetings Reviews of existing performance data Other techniques 16
- 17. Feedback Organizational Development Consultant Provides feedback & diagnosis and discusses with organization interpretation of data for possible refinement 17
- 18. Planning Change Management decides what is needed to solve problem/s. Develop plans to implement interventions 18
- 19. Major OD Interventions Career planning & Development, Culture change Goal setting, Intergroup relations, Reengineering, Process consultation, Work design, Reward systems, Strategic change, Stress management, Survey design Team building, Training, Leadership development…. 19
- 20. Evaluation Results are evaluated by the Management to assess the success of OD efforts. Results provide feedback for deciding what to do next. 20
- 21. "Change is the window through which the future enters your (Organization’s) life." 21
- 22. People & Organizations Resist Change Employees: powerful anti- Organization: powerful change forces anti-change forces Habit Systemic Security interdependence Economic & status loss within orgs fears Fear of the unknown & Disruption of social & risk power structures Selective information Inertia processing: “ignorance” Resource allocation is bliss threat Fear of obsolescence Perceived lack of Resentment toward choice by responding change agent to environment Notice extent of fear & loss 22
- 23. Team-building As we become a more global economy, teams are becoming more "virtual". Networked teams Parallel teams Project or product- development teams Work or production teams Service teams Management teams Action teams 23
- 24. Talent Management - Discovery 24
- 25. Talent Management An important area of focus for OD practitioners is building the capabilities of the organization. Capabilities area sometimes divided into different "buckets”: Talents Skills Knowledge Strengths 25
- 26. Training There are quick training or presentation techniques that help to accomplish one of the following: Helps people get acquainted. Helps people feel more comfortable with the training environment. Helps to give people a preview of the training. Teaches a skill. Encourages people to have fun and be relaxed. 26
- 27. Food for thought for HR…… Is my recruitment machinery geared up to recruit 5 times the numbers that I am hiring toady? (Sourcing Strategy) Am I developing middle managers of tomorrow today? (Middle Management Development) Am I making a compelling employment promise and delivering it? (Employer Branding) Are all my associates motivated and aligned to organisations goal? (Employee Engagement) Do we communicate – effectively and regularly (Employee Communication) Are our associates living and breathing the same promise and commitment? (Culture & Values) 27
- 28. Talent and Training “Learning is not compulsory – neither is survival!” W Edward Deming 28
- 29. Address the Complete Value Chain Parents, Friends, Society School Education Opportunities Students Students Employment College Primary Secondary Employers Education School School Education would be much more effective if its purpose was to ensure that by the time they leave school every boy and girl should know how much they do not know, and be imbued with a lifelong desire to know it. Sir William Haley 29