10-10-2012, 04:59 PM
Organization Development and Reinventing the Organization
Organization Development.ppt (Size: 1.77 MB / Downloads: 65)
Challenges for Organizations
Change avalanching down on us.
Tomorrow’s world different from today’s.
Organizations need to adapt to change.
Organizations in continuous interaction with external forces.
What Is OD?
Organizational Development is a long-term effort, led and supported by top management, to improve an organizational visioning, empowerment, learning, and problem-solving processes, through an ongoing, collaborative management of organizational culture- with special emphasis on the culture of intact work teams and other team configurations-using the consultant-facilitator role and the theory and technology of applied behavioural science, including action research.
OD Is:
Planned.
Organization wide.
Managed from top.
Increases organization effectiveness.
Planned interventions.
Uses behavioral science knowledge.
The Characteristics of OD
Planned change.
Collaborative approach.
Improve performance.
Humanistic values.
Systems approach.
Scientific approaches.
Evolution of OD
OD has evolved over the past 50 years from its beginnings as the application of behavioral science knowledge and techniques to solving organizational problems.
The term Organization Development is widely attributed to Robert Blake and Jane Mouton (the originators of the Managerial Grid) and Herbert Shepard (a leading OD pioneer); but Richard Beckhard claims the distinction as well.
OD emerged about 1957 and is generally conceded to have evolved from two basic sources: the application of laboratory methods by the National Training Laboratories (NTL) and the Survey Research methods originated by the Survey Research Center. Both methods were pioneered by Kurt Lewin around 1945.
NTL Laboratory- Training Methods
In the late 1940s and early 1950s, laboratory-training methods were developed and applied by a group of behavioral scientists in bethel, Maine, Douglas McGregor, working with Richard Beckhard, began applying laboratory- training methods to industry at General Mills in 1956 and at Union carbide in 1957.
About the same time, Herbert Shepard and Robert Blake were initiating a series of applied Behavioral science interventions at Esso, mainly using Laboratory- Training techniques to improve work team processes.
Survey Research and Feedback
Meanwhile, a group at the Survey Research Center at the University of Michigan began to apply Kurt Lewin’s action Research Model to Organizations, Rensis Likert and Floyd Mann administered an Organization wide survey at Detroit Edison co. involving the systematic feedback of data to participating departments.
They used what is termed an ‘Interlocking series of conferences’ feeding data back to Top management group and then down to work teams throughout the Organizations.