Process of Organizational Development & Intervention
- 1. Process of Organizational Development & Intervention
- 2. Introduction: Organizational development is a collection of change method that try to improve organizational effectiveness and employee well – being. Organization development encompasses a collection of planned - changed interventions built on humanistic democratic value that seek to improve organizational effectiveness and employee well-being
- 3. Features of Organizational Development Planned change - Organizational development (OD) is an educational strategy for bringing about planned change. Planned change concept makes it different from other approaches for change in organizations. Long – range change - OD is a long term process. It may take months or years to implement it. OD is never intended to be a stopgap arrangement or measure. Emphasis on Actions Research - OD emphasizes on problem solving rather than just theoretical discussion of the problems. The focus on real, ongoing problems rather than the theoretical or artificial ones is called actions research Group Process - In OD, an effort is made to improve interpersonal relations, open communication channels, build trust and encourage responsiveness to others. For this OD relies on group processes like group discussions, inter group conflicts, confrontations and procedures for co-operations. Feedback - In OD, feedback is given to all the participants about themselves, which provides them a basis for their next activities. They generally base their decisions on this concrete data. With the help of feedback of information, employees will be encouraged to understand a situation and take self corrective action before somebody else tells them what to do.
- 4. Role Of Organizational Development To increase the level of trust among members To increase level of enthusiasm at all levels To increase the level of self & group responsibility in planning To place emphasis on humanistic values
- 5. Problems in Organizational Development Discrepancy between ideal and real situation Lack of open system concept Resistance to change Lack of motivation among members Costly programs
- 6. Process of Organizational Development Evaluation Intervening in the system Planning strategy for change Problem identification & diagnosis
- 7. Three Basic Components of Organization Development Diagnosis Continuous collection of data about total system, its subunits, its processes, and its culture Action All activities and interventions designed to improve the organization’s functioning Program Management All activities designed to ensure success of the program
- 8. The Important Interventions Sensitivity training Team building Survey Feedback Process Consultation
- 9. Sensitivity Training Sensitivity Training is a form of training that claims to make people more aware of their own prejudices, and more sensitive to others. According to its critics, it involves the use of psychological techniques with groups.
- 10. Team Building High interaction among team members to increase trust and openness. Team building uses high interaction group activities to increase trust & openness among team members, improve coordinative efforts, and increase team performance.
- 11. Survey Feedback The use of questionnaires to identify discrepancies (differences) among member’s perceptions, discussion follows, & remedies are suggested.
- 12. Summary Organization Development Effort: Is a planned change Is designed to improve organizational effectiveness Relies primarily on experiential learning Is in terms of intervention at the task or structure or technology or people level
- 13. Grazie. Business: sales@acropolisinfotech.com Careers: innovate@acropolisinfotech.com By – Sanyam Negi