Lesson 1 Flashcards
Organization Development is a planned process of change in an organization’s culture through the utilization of behavioral science technologies, research, and theory”
Warner Burke 1994
Organization Development refers to long range effort to improve an
organization’s problem solving capabilities and its external or internal behavioral-scientist consultants, or change agents, as they are sometimes called.
Wendell French
“Organization Development is an effort of
1. Planned
2. organization-wide
3. managed from the top
4. increase organization effectiveness
5. planned interventions in the organization’s processes using the behavioral science knowledge”
.
Richard Beckhard
Organization Development is a system wide process of data collection, and
1. Enhancing congruence among organizational structure, process, strategy, people, and
culture
2. Developing new and creative organizational solutions;
3. Developing the organization’s self renewing capacity.
Michael Beer
A systemwide application and transfer of behavioral science knowledge to the
planned development, improvement, and reinforced of the strategies structures, and processes that lead to organization effectiveness”
Organizational Development
such as leadership, group dynamics, and work design, and
Microconcepts
such as strategy, organization design, and international relations
Macroapproaches
Three Major Trends are shaping change in Organization:
- Globalization
- Managerial Innovation
- Information Technology
Changing the markets and environments in Which organizations operates as well as the way they function.
Globalization
Redefining the traditional business model by changing how work
is performed, how knowledge is used, and how the cost of doing business is calculated.
Redefining Technology
New organizational forms, such as networks, strategic alliances,
and virtual corporations, provide organizations with new ways of thinking about how to
manufacture goods and deliver services.
Managerial Innovation
Five Stems of OD Practices
- Laboratory Training
- Action Research/ Research Feedback
- Participate Management
- Quality of Work Life
- Strategic Change
unstructured group in which participants learn from their own interactions and evolving group processes about such issues as interpersonal relations, personal growth, leadership, and group dynamics.
Laboratory Training Background
Is the widely recognized as the founding father of OD
Kurt Leywin
Institutionally Kurt Leywin found the
Research Center for Group Dynamics
Three Trends emerged during 1950’s
- The emergence of regional laboratories
- The expansion of summer program sessions to year-round sessions, and
- The expansion of the T-group in to business and industry with National Training Laboratories.
Research needed to be closely linked to action if organization members were use it to manage change. A collaborative effort was initiated between organization members and social scientist to collect research data about the organization’s functioning, to analyze it for causes of problems and to devise an implement solutions.
Action Research/Survey Feedback
The intellectual and practical advances from the laboratory training stem the action research/survey-feedback stem were followed closely by the belief that a human relations approach represented one best way to manage organizations.
Participative Management
Involves improving the alignment among an organization’s environment, strategy and organization design.
Strategic Change Background
refers to a purposeful and intentional effort to bring about modifications,
improvements, or transformations within an organization.
Planned Change
this step involves reducing the factors which maintain the existing organizational behaviour at the current level.
Unfreezing
there is a displacement of existing organizational culture, innovation strategy, and individual or department to a different level. It also involves
interfering in the present system to develop new attitudes and relevant organizational
change.
MOVING/MOVEMENT
