1 / 9

Org Change and Org Development

Org Change and Org Development. Ch 16 – Part 2 Apr 27. OD Interventions. OD implements org change w/emphasis on org effectiveness Tries to improve org capability to solve problems & cope with change Client-consultant relationship (process consultation) How does it work?. OD Interventions.

virote
Télécharger la présentation

Org Change and Org 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. Org Change and Org Development Ch 16 – Part 2 Apr 27

  2. OD Interventions • OD implements org change w/emphasis on org effectiveness • Tries to improve org capability to solve problems & cope with change • Client-consultant relationship (process consultation) • How does it work?

  3. OD Interventions • Total Quality Movement (TQM) • Developed by Deming (U.S.) in 50’s, exported to Japan, then back to U.S. in 80s • Focus on managing process of work and challenge ees to constantly improve quality • 3 main concepts: • 1. • 2. • 3. • Measures include: • Criticisms?

  4. OD Interventions (cont.) • Management by Objectives (MBO) – develop specific org goals • Main ideas of MBO: • Quality of Work Life (QWL) – encourage ee participation to improve sat • Main ideas of QWL:

  5. OD Interventions (cont.) • Survey feedback – employee opinion surveys with unit/dept follow-up meetings to solve problems • 3 stage model: how are employees used at each stage? • Importance of management commitment?

  6. Culture & OD • Values/goals of OD fit U.S. culture (democratic, linear, open conflict) • How might this differ in other cultures? • Cultural diffs in resistance to change affect OD success • Example?

  7. OD Assessment • Newman et al meta-analysis of OD effectiveness: • Main results? • 1. • 2. • 3. • 4.

  8. Porras & Robertson meta-analysis • Healthy % report pos changes, but more report no change • Few reports of negative effects, but why?

  9. (cont.) • How to best assess it? • Criticisms/Difficulties w/assessment – • Ethical concerns • Possibility of employee coercion?

More Related