Slide1 l.jpg
This presentation is the property of its rightful owner.
Sponsored Links
1 / 19

MGMT 410/510 Topics in Organization Development April 8 PowerPoint PPT Presentation


  • 154 Views
  • Uploaded on
  • Presentation posted in: General

MGMT 410/510 Topics in Organization Development April 8. Quick Review of Previous Class Theory Behind OD OD as a Process of Change OD Stages & Phases The Client and Other Players. Characteristics of OD?. Leading Change Collaborative Performance Humanistic – Relationships

Download Presentation

MGMT 410/510 Topics in Organization Development April 8

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Slide1 l.jpg

MGMT 410/510

Topics in Organization Development

April 8

  • Quick Review of Previous Class

  • Theory Behind OD

  • OD as a Process of Change

  • OD Stages & Phases

  • The Client and Other Players


Slide2 l.jpg

Characteristics of OD?

  • Leading Change

  • Collaborative

  • Performance

  • Humanistic – Relationships

  • Systems – Interdependencies

  • Scientific

Don Harvey & Donald R. Brown


What is od l.jpg

What is OD?

"Organization development is a system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization's effectiveness." (Cummings and Worley)

  • “OD is a planned process of change in an organization’s culture through the utilization of behavioral science technologies, research and theory.” (Burke)


Slide4 l.jpg

Emergence of OD

  • The need for new organizational forms

  • The focus on cultural change

  • The increase in social awareness

  • Warren Bennis


Slide5 l.jpg

Characteristics of Effective Organizations

  • Less hierarchical – more networked

  • Involve members in decisions they are

    expected to implement

  • In general, more people oriented

  • Flexible in how work is done

  • Encourage innovation

  • Posses greater information flow

Burke


Slide6 l.jpg

Organization Structure

Strategy & Goals

Learning Information

Direction-setting

Leadership

Organization

Mission &

Visions

Performance Measures & Rewards

Processes & Tools

People

Processes

Systems

Culture

Dimensions of and Organization

Linkageinc.com


Slide7 l.jpg

Organization as a System

Transformation

Process

Inputs

Information

Equipment

Facilities

Materials

Money

People

Technology

Outputs

Products

Goods

Services

Organization

Human Resources

Workplace Actions

Physical Resources

People

Environmental Feedback

Don Harvey & Donald R. Brown


Slide8 l.jpg

Where does OD Come From?

  • Sensitivity Training

  • Sociotechnical Systems

  • Survey Feedback

Burke


Slide9 l.jpg

Theorists Who’ve Influenced OD

  • Individual Perspective

  • Maslow & Herzberg – emphasis on individual needs

  • Vroom & Lawler – emphasis on expectancies & values

  • Hackman & Oldham – emphasis on job satisfaction

  • Skinner – emphasis on individual performance

Burke


Slide10 l.jpg

Theorists Who’ve Influenced OD

  • Group Perspective

  • Lewin – emphasis on norms & values

  • Argyris – interpersonal competence & values

  • Bion – group unconscious, psychoanalytic basis

Burke


Slide11 l.jpg

Theorists Who’ve Influenced OD

  • System Perspective

  • Likert – emphasis management style & approach

  • Lawrence & Lorsch – Organizational structure

  • Levinson – Organization as a family

Burke


Slide12 l.jpg

Case Review Exercise

  • Discussion Questions

  • What is the key issue(s) of the case?

  • Consider the theories discussed, which help

  • you to understand what is going on? Why?

  • Applying the theories discussed, what might

  • you do to resolve the issue(s)? Why?


Slide13 l.jpg

  • Action Research

  • Three-step Model of System Change

Unfreezing Changing Refreezing

Need Identify w/ New Self: Assimilation

Guilt/Anxiety Information Others: Alignment

Safety

OD as a Process of Change

Burke


Slide14 l.jpg

OD as a Process of Change

  • Phases of Planned change

    • Development of need for change

    • Establish a change relationship

    • Work toward change

    • Generalization & stabilization of change

    • Achieving a terminal relationship

Burke


Slide15 l.jpg

OD Stages & Phases

1. Entry

STAGE 1

Anticipate Need

for Change

2. Contracting

7. Evaluation

STAGE 5

Monitoring &

Stabilizing

STAGE 2

Develop Consultant

Client Relationship

STAGE 6

Continuous

Improvement

6. Intervention

3. Diagnosis

STAGE 4

Action Phase

STAGE 3

Diagnostic

Phase

4. Feedback

5. Planning change

Burke

Don Harvey & Donald R. Brown


Slide16 l.jpg

Case Review Exercise

  • Discussion Questions

  • Image you are an OD Consultant assigned to the case; What steps you would take to resolve this case?


Slide17 l.jpg

Defining the Client

  • Contact clients—individual who defines the

  • project/or contracts with a consultant

  • Intermediate clients—senior management

  • Primary clients—those that own the problem

  • Ultimate clients—larger context that’s impacted

  • by the project, often the entire organization


Slide18 l.jpg

Marketing

Sales

Production

Defining the Client

“I have come to think of my client as the relationship and/or interface between individuals and units within and related to the system.”

Burke

President

VP

Finance

VP

Operations

VP

Admin.

VP

Engineering


Slide19 l.jpg

Other Participant Roles

  • Project Sponsor – sufficient authority to authorize change

  • Project Leader/Manager – authority &

    • responsibility to lead project

  • Consultant – provide process and technical expertise

  • Change Agent – vision for change, implementer, communicator

  • Process Owner(s) – responsible for products or services produced by key processes being reviewed


  • Login