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Introduction to Organisation Development

Introduction to Organisation Development. Introduction. Organizations develop over a period as they can not stand still even if they seek to maintain status quo. They have to follow appropriate strategy to develop. Initial design is based on environmental condition prevailing at that time.

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Introduction to Organisation Development

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  1. Introduction to Organisation Development

  2. Introduction • Organizations develop over a period as they can not stand still even if they seek to maintain status quo. • They have to follow appropriate strategy to develop. • Initial design is based on environmental condition prevailing at that time. • However the organisations have to change and develop on continuous basis as the changes in environment, Size, technology, and population is continuous. • Discoveries of doing things in better way or dissatisfaction with existing structure may provide occasions and opportunities to come up with new strategies and structure.

  3. What is OD? • Organization is a system consisting four interacting subsystem:- • Structure (Organogram) • Technology ( Level of sophistication in task) • Task • People • The organisation as a system can be changed and developed to achieve organisational goal in best possible manner. • Organisation must respond to the changes in internal and external environment. • OD is planned approach to these changes

  4. Two Schools of Thoughts in OD • Programme- Procedure School-; • According to this, OD is effective implementation of the organisations policies, procedures and programmes. • Personal development is primarily concern OD activities. • The system process school-: • It considers internal and external environment. • It views organisation as system which can be changed and developed to best achieve its goals. • Focus on total organisation. • It encourages openness and collaborative ways of solving a problem

  5. Definition of OD • A systematic, integrated and planned approach to improve the effectiveness of the enterprise. • It is based on scientific awareness of human behaviour and organisation dynamics. • It is directed towards more participative management and integration of individual goals with organisation goals. • It creates environment of openness, trust, mutual confidence and collaboration.

  6. Objectives of OD • Improved organisational performance. • Better adaptability to environment. • Willingness of members to face organisational problems and contribute creative solution. • Improvement in internal behaviour pattern.

  7. Characteristics of OD • In any OD effort the totality of the organisation is to be taken into account as organisation is integrated system of sub system. • Intended changes in OD program may be carried out:- • Organisation structure • Task accomplishment • Work climate (IP & IG relation, work values etc) • Methods of decision making and problem solving • Technology

  8. Structure:- • Should be initiated on the basis of study of existing structure, focusing on; • Formal relationships • Span of control • Functions performed by each in the context of others • Planned change could be based on ideal structure • Based on felt need of incumbents • Job level or Micro level:- • Designing of job for better performance • Job related aspect such as authority, responsibility, activities performed, overlapping of roles etc. • Job may be redesigned to provide variety and opportunities for satisfying higher order needs.

  9. Interpersonal climate:- • Climate of Openness, Trust and collaboration has positive influence. • Climate of Suspicion, distrust and hostility negative influence. • The climate should be supportive, proactive. • Formal communication system:- • Residential analysis (Analyst lives in the organisation) • Participant analysis ( Employees participate) • Duty study (Like a cop observing the traffic on the high way). • Cross section analysis (Sampling of process) • Episodic communication channel in the organisation

  10. Decision making & Problem solving:- • Involvement of people in decision making. • Decision making should be based on objective analysis: • Identification of problem • Collection of relevant data • Generation of alternatives • Evaluation of alternative • Selection of most suitable alternative • Note-Organisational change is not one shot affair but a complicated and lengthy process.

  11. Value system needed for OD Intervention • Employee should be more independent and autonomous. • People should have choice of work and leisure. • Individuals strive for realizing self-worth and their potential. • Work should be made more meaningful and stimulating. • Managers should manage by influence then through force.

  12. Assignment • You are the director of JKPS, suggest changes in structure of JKPS. • You are the senior most HR faculty, suggest job level changes for HR faculty members. • In your opinion how is the interpersonal climate at JKPS? What changes are needed to make it better • Suggest changes in communication systems of JKPS. • Suggest improvement required in decision making and problem solving at JKPS.

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