Owners and managers should show their commitment to OD at all stages of the effort, including the diagnosis, implementation, and evaluation. In other words, these programs[ which? Minor adjustments of this nature can be made in learning activities via Feedback Loop B see Figure 1.
Often, the implemented changes emanate from feedback from other interventions.
The basic method used is known as action research. In addition, outside change agents may have trouble securing the trust and cooperation of key players in the organization. But broadly speaking, all organizational development programs try to achieve the following objectives: Lawrence Erlbaum Associates, OD programs usually share several basic characteristics.
TQM interventions utilize established quality techniques and programs that emphasize quality processes, rather than achieving quality by inspecting products and services after processes have been completed. Key Concepts of Organizational Development Theory Organizational Climate Defined as the mood or unique "personality" of an organization.
The following list presents conditions that should be present in as a part of any OD intervention in order to maximize the likelihood of a successful outcome.
The catalyst—whether a group or individual—that facilitates the OD process is known as the "change agent. In the second phase, the individual and the group examine ways in which the employee relies on others in the company, and how they define his or her expectations.
One goal of a healthy organization is to develop generally open communicationmutual trust, and confidence between and across levels. For example, deKlerk  writes about how emotional trauma can negatively affect performance.
There is inevitable overlap between the stages, since the boundaries are not clear-cut and cannot be in a continuous process.
Second, OD stresses collaborative management, whereby managers and employees at different levels of the hierarchy cooperate to solve problems.
In their three-year study of UK healthcare organizations, the researchers identified three different mechanisms through which knowledge leaders actively "transposed", "appropriated" or "contended" change concepts, effectively translating and embedding these in organizational practice. Following the workshop or learning sessions, these action steps are carried out on the job as part of the transformation stage.
Organizational self-renewal[ edit ] The ultimate aim of OD practitioners is to "work themselves out of a job" by leaving the client organization with a set of tools, behaviors, attitudes, and an action plan with which to monitor its own state of health and to take corrective steps toward its own renewal and development.
Fourth, OD programs emphasize the value of teamwork and small groups. The intervention should be based on accurate diagnosis of organizational conditions.
Organizational Development Theory Organizational Development OD is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.
Organizations, subunits of organizations, and individuals continuously manage their affairs against goals. An always relevant change goal is the reduction of inappropriate competition between parts of the organization and the development of a more collaborative condition.
Hierarchical authority, specializationspan of control, and other characteristics of formal systems also discourage experimentation. The OD effort has to be connected to other parts of the organization. The principal elements of this stage include a preliminary diagnosis, data gathering, feedback of results, and joint action planning.
Several assumptions about the nature and functioning of organizations are made in the choice of a particular strategy. People support what they help create. One benefit of change interventions is that companies can often realize an immediate and very significant impact in productivity and profitability provided the changes are warranted and implemented appropriately.
It involves the client system in a diagnostic, active-learning, problem-finding, and problem-solving process.
Organizational development helps in making employees align with the vision of the organization encouraging employees to solve problems instead of avoiding them strengthening inter-personal trust, cooperation, and communication for the successful achievement of organizational goals encouraging every individual to participate in the process of planning, thus making them feel responsible for the implementation of the plan creating a work atmosphere in which employees are encouraged[ by whom?
Next, the teams meet separately to make a list of their feelings about the other group s. It covers a wide array of theories, processes, and activities, all of which are oriented toward the goal of improving individual organizations.
Sponsoring organization[ edit ] The initiative for OD programs often comes from an organization that has a problem or anticipates facing a problem. Action research is problem centered, client centered, and action oriented. Evaluators analyze duplicate process, or processes that can be combined for greater efficiency, and develop and implement detailed plans on how to improve company methods.
More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments through organizational learning, knowledge management and transformation of organizational norms and values.
As shown in Figure 1, feedback at this stage would move via Feedback Loop A and would have the effect of altering previous planning to bring the learning activities of the client system into better alignment with change objectives.
Figure 1 summarizes the steps and processes involved in planned change through action research.A Framework for Organizational Development: The Why, What and How of OD Work Perspectives from participants in the Mary Reynolds Babcock Foundation’s.
Organizational Development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.
Current Trends in Organizational Development and SWOT Analysis ORGANIZATIONAL DEVELOPMENT i. Organizational Development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.
CHANGE MANAGEMENT AND ORGANIZATION DEVELOPMENT CIPRIAN TRIPON MARIUS DODU. 2 CONTENTS 1. Defining Organization 3 2. Theories on Organization Change 10 3.
On Organization Development 47 4. Organizational Diagnosis 76 5. Collection and Analysis of Information and Data 83 6. Interventions in Change. An organizational development analysis brings together sales projections and consumer demand to help determine the rate of company growth.
This information is used to alter the company business. ORGANIZATIONAL DEVELOPMENT CASE STUDY. RASHMI. S CASE AT A GLANCE!!!!! • The case is a leading company whose growth has been steadily declining over the years due to internal problems/5(6).Download