Brief overview about Organizational Development

1. ORGANIZATION DEVELOPMENT ABING . ALMACEN . AŇORA

2. The practice of changing people and organizations for positive growth ORGANIZATION DEVELOPMENT

3. One of the modern pioneers of social, organizational, and applied psychology. Widely recognized as the founding father of OD. Kurt Lewin(1898 – 1947) ORGANIZATION DEVELOPMENT

4. Organization Development (OD) is "an effort, planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's processes, using behavioral-science knowledge." -Beckhard ORGANIZATION DEVELOPMENT

5. OD Strategies Action Research- An assessment and problem solving process aimed at improved effectiveness for the entire organization or specific work units. Conflict Management - Bringing conflicts to the surface to discover their roots, developing a common ground from which to resolve or better manage conflict. Executive Development- One-on-one or group developmental consultation with CEO's or VP's to improve their effectiveness. Goal Setting- Defining and applying concrete goals as a road map to help an organization get where it wants to go. ORGANIZATION DEVELOPMENT

6. OD Strategies Group Facilitation- Helping people learn to interact more effectively at meetings and to apply group guidelines that foster open communication, participation and accomplishment. Strategic Planning- A dynamic process which defines the organization's mission and vision, sets goals and develops action steps to help an organization focus its present and future resources toward fulfilling its vision. Teambuilding - Improving how well organization members help one another in activities where they must interact. ORGANIZATION DEVELOPMENT

7. WHAT IS ACTION RESEARCH? ORGANIZATION DEVELOPMENT

8. STEPS IN ACTION RESEARCH Entry finding needs for change within an organization Start-up and Contracting identify critical success factors; clarify roles for the consultant(s) and employees; deal with resistance within the organization Assessment and Diagnosis collect data in order to find the opportunities and problems in the organization ORGANIZATION DEVELOPMENT

9. STEPS IN ACTION RESEARCH Intervention carry out the change process Feedback two-way process serves to tell those what one found out, based on an analysis of the data Action Planning distill recommendations from the assessment and feedback; consider alternative actions ORGANIZATION DEVELOPMENT

10. STEPS IN ACTION RESEARCH Evaluation evaluation procedure to verify this success, identify needs for new or continuing OD activities, and improve the OD process Adoption implementing processes to insure that OD remains an ongoing activity within the organization Separation recognize when it is more productive for the client and consultant to undertake other activities ORGANIZATION DEVELOPMENT

11. WHY DO OD? Human resources employees in the company; large fraction of the costs of doing business Changing nature of the workplace workers today want feedback on their performance, they want a sense of accomplishment; they need to be more efficient ORGANIZATION DEVELOPMENT

12. WHY DO OD? Global market the competition is so stiff; our environments are changing, so our organizations must also change to survive and prosper Accelerated rate of change thinking has changed radically about organizational structures to emphasize faster customer response, lower costs and continuous learning ORGANIZATION DEVELOPMENT

13. WHO DO OD? CHANGE AGENTS Internal Consultants employees of the organization External Consultants people from outside the organization To be successful, OD must have the involvement of all employers. ORGANIZATION DEVELOPMENT

14. WHEN IS AN ORGANIZATION READY FOR OD? ORGANIZATION DEVELOPMENT

15. FORMULA FOR CHANGE Dissatisfaction X Resistance to Change Vision X First Steps ORGANIZATION DEVELOPMENT

16. To thrive in tomorrow's business environment —characterized by a dynamic work force, rapid changes in technology, changing nature of the workplace and the increasing instability of the global environment—organizational development must be an ongoing effort. Encouraging continual examination and readiness for change must be part of the organization's culture. ORGANIZATION DEVELOPMENT

17. THANK YOU FOR LISTENING! FROM: ABING , ALMACEN , AŇORA