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Org Change and Org Development

Org Change and Org Development. Ch 16 – Part 2 Apr 27. OD Interventions. OD implements org change w/emphasis on org effectiveness Tries to improve org capability to solve problems & cope with change Client-consultant relationship (process consultation) How does it work?. OD Interventions.

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Org Change and Org Development

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  1. Org Change and Org Development Ch 16 – Part 2 Apr 27

  2. OD Interventions • OD implements org change w/emphasis on org effectiveness • Tries to improve org capability to solve problems & cope with change • Client-consultant relationship (process consultation) • How does it work?

  3. OD Interventions • Total Quality Movement (TQM) • Developed by Deming (U.S.) in 50’s, exported to Japan, then back to U.S. in 80s • Focus on managing process of work and challenge ees to constantly improve quality • 3 main concepts: • 1. • 2. • 3. • Measures include: • Criticisms?

  4. OD Interventions (cont.) • Management by Objectives (MBO) – develop specific org goals • Main ideas of MBO: • Quality of Work Life (QWL) – encourage ee participation to improve sat • Main ideas of QWL:

  5. OD Interventions (cont.) • Survey feedback – employee opinion surveys with unit/dept follow-up meetings to solve problems • 3 stage model: how are employees used at each stage? • Importance of management commitment?

  6. Culture & OD • Values/goals of OD fit U.S. culture (democratic, linear, open conflict) • How might this differ in other cultures? • Cultural diffs in resistance to change affect OD success • Example?

  7. OD Assessment • Newman et al meta-analysis of OD effectiveness: • Main results? • 1. • 2. • 3. • 4.

  8. Porras & Robertson meta-analysis • Healthy % report pos changes, but more report no change • Few reports of negative effects, but why?

  9. (cont.) • How to best assess it? • Criticisms/Difficulties w/assessment – • Ethical concerns • Possibility of employee coercion?

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