2 process of od

Process of Organization Development


PRESENTED BY: Imran Zaheer Awan

11-arid-2933 MBA

PROCESS OF ORGANIZATION DEVELOPMENT

Title:

Organizational Development Process

Teacher::

Mr Khursheed Yusuf

Presented by:

Imran Zaheer Awan11-arid-2933


INTRODUCTION OF OD

The term Organizational Development was coined by Richard Beckhard in the Mid-1950s. Organizational Development is an Acronym of two words i.e., Organization and Development. Organization: A social unit of people that is structured and managed to meet a need or to pursue collective goals. Development: The systematic use of scientific and technical knowledge to meet specific objectives or requirements.

OD is an organization improvement strategy

http://www.businessdictionary.com/definition/unit.html

http://www.businessdictionary.com/definition/structured.html

http://www.businessdictionary.com/definition/need.html

http://www.businessdictionary.com/definition/goal.html


OD is about how organizations and people function and how to get them function better

Start Point – When the leader identifies an undesirable situation and seeks to change it.

Focus - Making organizations function better (total system change).

Orientation - Action (achieving results through planned activities).

No Unifying Theory – Just models of practice

INTRODUCTION OF OD CONT’D


Poor morale

Unclear goals

Poor quality

Poor t

eam

per

form

ance

Intergroup conflictOrganization

Poorly designed tasks

Inappropriate leadership style

Interpersonal conflicts

Low productivity

Poor alignment to organization’s strategy

START POINT

Inappropriate

organizatio

n structu

re


FOCUS

Change – new state of things, different from old state of things

Can be viewed as an opportunity or as a threat

Change

First order change

Second order change

(making moderate adjustments)

(reinvent, reengineer, rewrite)

OD consultants are experts in organizational change

What needs to be changed and how to go about it


ORIENTATION

Diagnosing

Taking Action

Re-Diagnosing

Taking New Action

This process is known as ‘Action Research’

Change occurs based on the actions taken

New knowledge comes from examining the results of the actions.

Three ingredients:

1. Participation

2. OD consultant (as collaborator & colearner)

3. Iterative process of diagnosis & action


DEFINITION(S) OF OD

Organization Development is an effort (1) planned, (2) organization-wide, and (3) Managed from Top, to (4) Increase Organization Effectiveness and Health through (5) Planned Interventions in Organization’s “Processes”, using Behavioral-Science knowledge. …Beckhard, 1969

Organization Development is a process of planned change – change of an organization’s culture from one which avoids an examination of social processes (especially decision making, planning and communication) to one which institutionalizes and legitimizes this examination. …Burke & Hornstein, 1972

Organization Development is a systematic application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization’s effectiveness. …Cummings & Worley, 1993

Organization development is a planned process of change in an organization’s culture through the utilization of behavioral science technologies, research, and theory. …Burke, 1994


MEANING OF OD

Organization development is known as both a field of

Applied Behavioral Science focused on understanding and

Managing Organizational Change and as a field of

Scientific Study and Inquiry.

Organizational Development is a process of bringing a

relative change in the organization by making a use of latest

technology, new methods. It is a process which changes the

attitude, beliefs, nature and structure of the organization so

that they can adapt new technologies, new strategies, new

challenges so as to maximize the output.


OBJECTIVES OF OD

Objectives of Organizational Development : To bring organizational change acceptable to the

organization and its workforce. To increase the satisfaction level of the employees. To increase the commitment level among the employees. To attain maximum output. To adapt new technologies, new challenges, new

strategies, etc. To handle conflicts in the organization. To Increase coordination among employees. To build strong problem-solving methods. To not let down the trust of employees


ORGANIZATIONAL DEVELOPMENT PROCESS?

A systematic way where a

company defines,organizes and implements its

operations through the stages of the product life cycle.

The stages includes :

Diagnosis InterventionEvaluation


The OD Process is based on the Action Research Model which begins with an Identified Problem or Need for Change.

The process proceeds through assessment, planning of an intervention, implementing the intervention, gathering data to evaluate the intervention, and determining if satisfactory progress has been made or if there is need for further intervention. The process is cyclical and ends when the desired developmental result is obtained.

PROCESS OF OD


PROCESS OF OD

Action Research Model(North Carolina Office of State Personnel, 2005)


Organization Development (OD) is a planned approach to improve employee and organizational effectiveness by conscious interventions in those processes and structures that have an immediate bearing on the human aspect of the organization.

A normal OD process can be phased in following manner:

.

Problem Identification

Data Collection

Diagnosis

Planning and Implementation

Evaluation and Feedback

PROCESS OF OD CONT’D


Problem identification:

The first step in OD process involves understanding and identification of the existing and potential problems in the organization. The awareness of the problem includes knowledge of the possible organizational problems of growth, human satisfaction, the usage of human resource and organizational effectiveness.

Data Collection:

Having understood the exact problem in this phase, the relevant data is collected through personal interviews, observations and questionnaires.



Diagnosis: OD efforts begin with diagnosis of the current situation. Usually, it is not limited to a single problem. Rather a number of factors like attitudes, assumption, available resources and management practice are taken into account in this phase. There are four steps in organizational diagnosis:



Structural analysis: Determines how the different parts of the organization are functioning in terms of laid down goals. Process analysis: Process implies the manner in which events take place in a sequence. It refers to pattern of decision making, communication, group dynamics and conflict management patterns within organization to help in the process of attainment of organizational goals. Function analysis: This includes strategic variables, performance variables, results, achievements and final outcomes. Domain analysis: Domain refers to the area of the organization for organizational diagnosis.



Planning and implementation:

After diagnosing the problem, the next phase of OD, with the OD interventions, involves the planning and implementation part of the change process.

Evaluation and feedback:

Any OD activity is incomplete without proper feedback. Feedback is a process of relaying evaluations to the client group by means of specific report or interaction



EFFECTIVENESS OF OD

Humanistic values underlie OD. Margulies and Raia articulated the humanistic values of OD as follows:

Providing opportunities for people to function as human beings rather than as resources in the productive process.

Providing opportunities for each organization member, as well as for the organization itself, to develop to his full potential.

Seeking to increase the effectiveness of the organization in terms of all of its goals.

Attempting to create an environment in which it is possible to find exciting and challenging work.

Providing opportunities for people in organizations to influence the way in which they relate to work, the organization, and the environment.

Treating each human being as a person with a complex set of needs, all of which are important in his or her work and life.


However, OD Process is complicated and takes time to complete the process.

As mentioned there are other approaches for the OD Process but the one chosen, consists of the six steps is typical

An organization needs to always evaluate its OD programs as to evaluate the effectiveness. One of the ways by using this OD Process.

All the steps need to be adhere in order to derive full range of OD benefits.

CONCLUSION


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2 process of od