Organisational development Flashcards
Organizational Development
OD is a system-wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures, and processes that lead to organization effectiveness.
Need for Organizational Development
The organization might be successful yet have room for improvement.
The organization could be experiencing particular problems, such as poor product quality, high rates of absenteeism, or dysfunctional conflicts among departments.
Simply feel that the organization should be “more innovative,” “more competitive,” or “more effective.”
Importance of Organizational Development (OD)
Organizations might be facing impending environmental conditions that necessitate a change in how it operates.
organizations are in the midst of unprecedented uncertainty and chaos
Three major trends are shaping change in organizations: globalization, information technology, and managerial innovation.
Organizations must adapt to increasingly complex and uncertain technological, economic, political, and cultural changes.
OD could help an organization to create effective responses to these changes and, in many cases, to proactively influence the strategic direction of the firm.
OD plays a key role in helping organizations change themselves. It helps organizations assess themselves and their environments and revitalize and rebuild their strategies, structures, and processes.
Organization development is directed at bringing about planned change to increase an organization’s effectiveness and capability to change itself.
OD helps to solve problems, to learn from experience, to reframe shared perceptions, to adapt to external environmental changes, to improve performance, and to influence future changes
Purpose of Organizational Development (OD)
Advanced organizational renewal
Engage organization culture change
Enhance profitability and competitiveness
Ensure health and well-being of organizations and the employees
Facilitate learning and development
Improve problem-solving
Increase effectiveness
Initiate and/or manage change
Strengthen system and process development
Support adaptation to change.
Types of Organizational Change
Tectonic Change
It is described as the major difference between the existing organizations and the ideal ones. It depicts the need for a change but does not show any pressure as compared to other types of changes; this type of change is interesting and useful.
Planned Change
It is a formal type of change which is imposed within an organization; it is a proactive change initiated by the members of the organization, they are engaged in the implementation process with the view to anticipating the environmental changes or responding to new opportunities with the purpose of making an improvement.
Random or Emerging Change
This change occurs from the activities that are carried out continuously from the organization members, as they gradually address the problems and the opportunities; this change is implemented from the external forces, leaders create the vision of change, and the employees apply the execution which is done progressively.
Lewin’s Change Model
Unfreezing
reducing those forces while maintaining the organization’s behavior at its present level.
Moving
shifts the behavior of the organization, department, or individual to a new level
Refreezing
stabilizes the organization at a new state of equilibrium
Action Research Change Model
Problem Identification
Consultation with experts
Data Collection and Preliminary diagnosis
Feedback to key client/group
Joint diagnosis of Problem
Joint action planning
Action
Data Gathering after action
The Positive Change Model
Initiate the Inquiry
Inquire into best Practices
Discover the Theme
Envision a preferred Future
Design and Deliver Ways to Create the Future
