INTRODUCTION TO OD. Introduction-Organization Development. Organization Development is a systematic process for applying behavioral science principles and practices in organization to increase individual and organizational effectiveness.
a) To improve the functioning of individuals, teams and the total organization, and
b) To teach organizations members how to continuously improve their own functioning.
Change means the new state of things and is different from the old state of things.
Change has different facets; for e.g.it can be deliberate(planned) or accidental( unplanned). Its magnitude can be large or small. It can be fast , or slow.
The new state of things can have entirely different nature from the old state of things.
The fundamental difference between OD and other organization improvement programs is found in the OD consultant’s role and relationship to clients.
OD Consultants establish a collaborative relationship of relative equality with organization members as they together identify and take action on problems and opportunities.
The role of OD consultants is to structure activities to help organization members learn to solve their own problems and learn to do it better over time.
The aim of leaving the organization members better able to solve their own problems is a distinctive feature of OD. This process is called “self renewal” or learning how to learn” or “organization learning” .
OD is an effort(1) planned,(2) organization-wide, and (3)managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organization’s “processes” using behavioral –science knowledge.
OD is a planned process of change in an organization’s culture through the utilization of behavior science technologies, research and theory.
OD is a set of behavioral science-based theories, values, strategies and techniques aimed at the planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance, through the alteration of organizational members on the job behaviors.
OD is a systematic application of behavior science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization’s effectiveness.
Systematic OD activities have at least four important trunk stems-
Growth of T-group in India
Growth of T-group in India
4. One goal of a healthy organization is to develop generally open communication, mutual trust, and confidence between and across levels.
5. “People support what they help create.” People affected by a change must be allowed active participation and a sense of ownership in the planning and conduct of the change.
The implications of OD assumptions and values for dealing with individuals, groups and organizations-
a. Most individuals have drive towards personal growth and development if provided an environment that is both supportive and challenging.
b. Most people are desire to make , and are capable of making , a greater contribution to attaining organization goals than most organization environment permit.
II. Implications for dealing with Groups- There are several assumptions relate to the importance of the work teams-
a. What occurs in the work group at both the formal and informal levels, greatly influences feelings of satisfaction and competence.
b. People wish to be accepted and to interact cooperatively with at least one small reference group, usually with more than one group, such as a work group, the family, a church or club group.
c. Most people are capable of making greater contributions to a group’s effectiveness and development.
d. Another assumption is that the formal leader cannot perform all the leadership and maintenance function required for a group to optimize its effectiveness, group member should assist the leader with the multiple roles required for group effectiveness skills such as problem solving and decision making, conflict mgmt & interpersonal communication.
III. Implications for dealing with Organization-
a. A key assumption in organization development is that the needs and aspirations of human beings are the reasons for organized effort in society.
b. It is possible to create organizations that on the one hand are human development and empowering, and the other hand are high performing in terms of productivity, quality of output and profitability.
c. The implication is that people are an organization’s most important resource; they are the source of productivity and profits and should be treated with care.