Definition of Organizational Development
A planned, systematic process in which applied behavioral science principles are introduced into an organizations towards the goals of affecting organization and personal improvement and effectiveness
OD characteristics
Ongoing Collaborative Behavioral science - trying to understand people / educate people Organizational Wide - pervasive Based on data info/research Participation - people are involved Goal Setting
Goals of OD
Make organizations more efficient & affective
Assist individuals in developing themselves - learn
Basic Incongruity Theory
When the organization has needs but people have different needs.
When somethings not in harmony
Who is known for the Basic Incongruity Theory
Argyris
Argyris
- Basic Incongruity Theory
- Interested in Interpersonal Dynamics - how people relate- people have to work together
- He developed the Change / Process Model - intervention is the heart of OD
- Sensitivity Training - how to relate to people efficiently
Bennis
- Participation management, believed in teams
- Didn’t like bureaucracy (opposite of OD)
- Also used sensitivity training
Lawrence and Lorsh
- Data Kings
- Were empirical (statistical) researchers
- Developed the contingency theory which looked at organizational structures and their environments
- Also developed the normative model which looked at the organizational structure and management styles
Change - Is it that bad?
OD says no because it is a process
Why is there resistance to change?
-don’t want to learn - lack of understanding
-uncertainty, fear of the unknown
-people are comfortable- self interest issue
Overcoming resistance to change
How do we overcome the resistance to change?
- Have to educate
- Get people involved - communication
- Have to support people / prepare
- Goals for team
3 parts of the Change process
Diagnosis - finding out what the issue is, is there a need for change?
Intervention/Implementation - activities / actions
Evaluation - measuring improvement
Diagnosis
Awareness of a problem Awareness of a need for change Desire to improve effectiveness - no desire of change = stop of the OD model Data Collection and analysis Identify OD objectives Identify opportunities for change
Intervention/Implementation
- Individual
- Personal Growth
- Career Planning
- Management style development
- Performance appraisals - Group, intergroup, team
- Meetings
- Management by objectives
- Improved decision making
- Quality circles
- Team projects - System, organization
- Job enrichment
- Problem solving with negotiation
- Job definition and analysis
- Operation Research
Evaluation
- Efficiency
- Output, production
- Quality of service
- Quality of working conditions
- Employee attitudes
- Retention of workers
- Improved working conditions
