1 / 18

Organization Development

Organization Development. Harriet Pila. Plan for Week 1. Setting Expectations Review Syllabus Introduction to Organization Development Simulation 1.2 Choose Project Managers. Note Differences in Perspectives. Is there a right or wrong? Can we reach a compromise? Will everyone be happy?

lois
Télécharger la présentation

Organization Development

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Organization Development Harriet Pila

  2. Plan for Week 1 • Setting Expectations • Review Syllabus • Introduction to Organization Development • Simulation 1.2 • Choose Project Managers

  3. Note Differences in Perspectives • Is there a right or wrong? • Can we reach a compromise? • Will everyone be happy? • Will each solution lead to engagement for each person? • Can you reach each person?

  4. Introduction to OD • What is OD? What is it not? • When is OD needed? • The concept of the action research model

  5. What is OD? • It is a systematic method for gathering data about how organizations function as social systems and an analysis of the meaning of those data. • The OD practitioners job is to search for causes and consequences of organizational functioning. • Process: Diagnosis/Discovery, Intervention/Implementation, Evaluation

  6. Purpose of OD • To design interventions to close the gaps between what is and what ought to be. So, it is the fit between individuals and organization; organizational and environment; among organization’s strategy, structure and processes.

  7. Important Components • OD must be supported by top management to improve an organization’s visioning(picture of desired future), empowerment, learning process (interactive listening and self-examining process), and problem-solving (diagnose situation, solve problems, make decisions, & take actions) through collaborative management (participation in creating and managing a culture), emphasizing interactive work teams (organization’s building blocks).

  8. 2 Main Goals • Improve individuals, teams, and organization functioning • Give members the skills and knowledge to continuously improve

  9. Where do the demands for change come from? • Outside the organization: government, customers, competitors, market, society. • Within the organization: strategies, profitability, diversity, new personnel, products/services

  10. What does OD focus on? • Culture: values, assumptions, beliefs, norms • Processes: how things get done; method for arriving at results • Structure: overall design of the organization; how individual work tasks are grouped • **The system is the target of change, individuals are the instruments of change

  11. OD is not… • Pair of hands/Expert • Doctor prescribing • IT IS A CONSULTATIVE PROCESS that values… • Humanism • Diplomacy • Optimism • Problem Solving • Thinking out of the box

  12. Case: TGIF (pp. 28-29) • Understanding Case Analysis Form (HWs) • Answer questions

  13. Questions to Ask Client • Organization’s structure. • Vision, mission, and objectives • Roles and Responsibilities of leadership • What’s going well? What’s not going well? • Who is perceived as the leader? • What are some successes and failures that people talk about? Why?

  14. Questions to Ask Client • Do the people feel pressured? Are people complaining about any psychological or physiological strains? Are people noticing any behavioral changes in others’ behaviors? • How are people’s performance evaluated? • How are people selected or terminated? • Are these procedures perceived as fair? • Are resources allocated equitably? • Have people learned about time management, but still required to drop everything to clean up a mess?

  15. Questions to Ask Client • Are people being “micromanaged? • How often do people meet and how productive are the meetings? • Does the management work to resolve problems (i.e., reactive) or does it take preventative steps (i.e., proactive) to care for them? • How aligned are the goals with the goals of the people working for the company and the community it serves? • Is there transparency? How much information is shared with employees and community that would motivate them to feel personally accountable for the company’swell-being? • Are any other consultants working with the company?

  16. Micro and Macro Environments

  17. Week 2 • OD values, assumptions, and beliefs. • Foundation of OD • Planned change models • Action research process and an overview of the types of interventions will be introduced.

  18. OD Values & Assumptions • Lecture on OD values and assumptions • Lecture on underpinnings, planned change and change models, overview of types of interventions

More Related