2. ORGANIZATIONAL
DEVELOPMENT
The dynamic of preserving the core while stimulating progress is the reason that
companies such as .....
.......became elite institutions able to renew themselves and achieve superior long-term
performance
3. DEFINITION
Richard Beckard
-“Organization development is
an effort
(1) planned,
(2) organization-wide, and
(3) managed from the top,
(4) to increase organization
effectiveness and health
through
(5) planned interventions in the
organization’s “processes,”
using behavioral-science
knowledge
4. DEFINITION
Thomas Cummings and Christopher Worley: “Organization development is a system wide
application of behavioral science knowledge to the planned development and reinforcement
of organizational strategies, structure, and processes for improving an organization’s
effectiveness
5. DEFINITION
Wendell French and Cecil Bell:
“Organization development is a long-term effort, led and supported by top management, to
improve an organization’s visioning, empowerment, learning, and problem-solving
processes, through an on-going, collaborative management of organization culture -
with special emphasis on the culture of intact work teams and other team configurations -
utilizing the consultant-facilitator role and the theory and technology applied behavioral
science, including action research”
6. SIMILARITIES OF DEFINITION
Planned change
Organization wide
Supported top down
Improve organization effectiveness
Applied Behavioral Science principles
8. ASSUMPTIONS & VALUES
Dealing with individuals –
Develop their potential
Drivers to personnel growth & development.
Provided with supportive & challenging environment .
Desire & capable of higher level of contribution than normally permitted.
9. ASSUMPTIONS & VALUES
Implication of managers-
Ask, Listen, Support
Challenge, Encourage Risk taking
Permit failure , remove obstacles fear
Give autonomy & responsibilities
Set high Standard
Reward success
10. ASSUMPTIONS & VALUES
Dealing with groups-
one of the most relevant reference group for individual is work group, including peers &
boss.
most people desire to be accepted & interacts with one or more small reference group .
most people are capable of making greater contribution to the groups effectiveness &
development.
11. ASSUMPTIONS & VALUES
Implications for managers –
let team flourish
leaders should invest in groups/ teams
adopt team leadership style rather than one to one style
actively engage group members & help leaders in decision making & problem solving
help group members deal with both positive & negative feelings
solve problem through mutual interactions
12. ASSUMPTIONS & VALUES
Designing & running organization-
traditional org structure to newer organizational design.
need & aspiration of the employees to be addressed.
putting people first
13. KURT LEWIN
Kurt Lewin is perhaps best-known for developing Force Field Analysis, using Force Field
Diagrams. The classic force field diagram helps a group picture the "tug-of-war" between
forces around a given issue.
16. MCGREGOR
Douglas McGregor and Richard Beckhard while "consulting together at General Mills in the
1950's, the two coined the term organizational development (OD) to describe an innovative
bottoms-up change effort that fit no traditional consulting categories.
17. MCGREGOR - THEORY X
Y
Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in
his 1960 book 'The Human Side Of Enterprise'.
Theory x and theory y are still referred to commonly in the field of management and
motivation, and whilst more recent studies have questioned the rigidity of the model,
McGregor's X-Y Theory remains a valid basic principle from which to develop positive
management style and techniques.
McGregor's XY Theory remains central to organizational development, and to improving
organizational culture.
19. ROBERT BLAKE
Dr. Robert R. Blake (January 21,
1918 – June 20, 2004) was an
American management
theoretician. He did pioneer work
the field of organizational
dynamics.
Together with Jane S. Mouton,
he developed the Managerial Grid
Model (1964), which attempts to
conceptualize management in
terms of relations and leadership
style
21. ROBERT TANENBAUM
Robert Tannenbaum has come
up with new session called as
Team Building in 1952 &1953 at
U.S Naval Ordnance test station at
China Lake, California.
According to Tannenbaum, the
term vertically structured groups
was used with groups dealing with
“Personal Topics”( such as
Interpersonal relationship, self
analysis etc) &
with organization topics( such as
duties and responsibilities, policies
and procedures etc).
These sessions were conducted
with all managers of a given
organization.