Organisation Development

Characteristics of OD
·         Planned
·         Long term
·         System wide
·         Top management
·         Empowerment process
·         Focus
·         Learning process
·         Problem solving
·         Collaborative culture
·         Team work
·         Consultant facilitator
·         Behavioral intervention
·         Action research

Benefits of OD
·         System wide change
·         Greater motivation
·         Increased productivity
·         Higher job satisfaction
·         Improved team work
·         Better resolution of conflict
·         Reduced absenteeism
·         Lower turnover
·         Increased willingness to change
·         Better quality of work life
·         Creation of learning individuals
·         Commitment to objectives

History of OD
·         1950 laboratory training
·         1950 action research and survey feedback
·         1960-70 normative approach
·         1960-70 quality of work life
·         1970-80 strategic change

OD Values
·         Humanistic Values
·         Optimistic View
·         Democratic Values
Plus OCTAPACE

OD objectives and goals
·         Organizational effectiveness
·         Employee well being
·         Conflict management
·         Collaboration
·         Environmental adaptation
·         System wide change

Steps in OD
·         Anticipate need for change
·         Diagnosis
·         Data collection
·         Feedback and confrontation
·         Action planning
·         Intervention

OD practitioner
·         Internal External
·         Specialists in specific fields
·         Managers

Skills of OD practitioner
·         Diagnostic ability
·         Knowledge of behavioral science
·         Empathy
·         Knowledge of theories and methods of OD
·         Goal setting ability
·         Problem solving ability
·         Ability to perform self assessment
·         Ability to see things objectively
·         Imagination
·         Flexibility, honest, and trust

Entering into an OD relationship
·         Clarifying organizational issues
·         Defining relevant client
·         Selecting OD practitioner

Elements in proposal form
·         Goals of proposed effort
·         Outline of action plan
·         List of roles and responsibilities
·         Recommended intervention
·         Proposed fees and expenses

Practitioner client relationship mode
·         Apathetic mode
·         Gamesmanship mode
·         Charismatic mode
·         Consensus mode

OD practitioner style
·         Stabilizer style
·         Cheer leader style
·         Analyser style
·         Persuader style
·         Pathfinder styler

Importance of Diagnosis
It is the process of understanding how organization is currently functioning and provides the information necessary for the proper intervention in the organization. It properly points the organization and the OD practitioner toward a set of appropriate intervention that will improve organization effectiveness.

Models of diagnosing organization
·         Open system model
·         Analytical model
·         Emergent group behavior model
·         Management practitioner model
·         Socio technical system model
·         Cause maps and social network analysis model
·         Force field analysis model

Types of change
·         Incremental change
·         Strategic change
·         Transformational change

Lewin’s Force field analysis model
·         Unfreezing
·         Movement
·         Refreezing

Strategies for change (OD intervention strategies)
·         Structural change strategy
·         Technological change strategy
·         Behavioral change strategy

Qualification to be an OD intervention
·         Should be planned
·         Follow sequential process
·         Should be long term
·         Should aim at whole organization
·         Should start from top
·         Based on behavioral science

Career life planning intervention
·         Prepare list of career life goals
·         Reality testing, prioritizing and conflicting goals
·         List of important accomplishments
·         Compare list 1 and 2
·         POA

Reasons for stress
·         Technological change
·         Downsizing
·         Reorganization
·         Competition
·         Lack of participation
·         Empowerment
·         Conflict
·         Supervisor
·         Time
·         Violence

Stress management
·         Wellness programs
·         Relaxation techniques
·         Career life planning
·         Stress management training
·         Seminars on job burnouts

Goals of team development
·         Identify objective and set priorities
·         Examine the team’s content or task performance
·         Analyze the group process
·         Improve communication
·         Decrease unhealthy competition
·         Work more effectively
·         Respect

Categories of team interaction
·         Simple
·         Complex
·         Problem

Problems of work teams
·         Goals
·         Members needs
·         Norms
·         Homogeneous members
·         Decision making
·         Size

Role negotiation
·         Contract setting
·         Issue diagnosis
·         Role negotiation
·         Written role negotiation agreement

Intergroup operating problems
·         Sub optimization
·         Inter group competition
·         Power imbalance
·         Role conflict
·         Personality conflict

Managing conflict
·         Avoiding
·         Obliging
·         Dominating
·         Compromising
·         Integrating

Conflict OD intervention
·         Third party intervention
·         Organization mirror
·         Intergroup team building

System wide intervention
·         Survey research and feedback
·         The learning organization
·         Reengineering
·         The system 4 approach
·         High performance system
·         Grid organization development
·         Third wave organization

Change Strategies (transformation)
·         Participative evolution
·         Charismatic transformation
·         Forced evolution
·         Dictatorial transformation