chapter 3 od pracitioner
TRANSCRIPT
CHAPTER 3
Organization Development PRACTITIONER
There are Three Sets of People:
• People who specialize OD as a Profession.
• People specializing in fields related to OD.
• Applies to the increasing number of Managers and Administrators who have gained competence in OD and who apply it to their own work areas.
Competencies of an Effective
OD Practitioner
The following list of Attributes and Abilities:
• Diagnostic Ability• Basic Knowledge of Behavioral
Science Techniques• Empathy• Knowledge of Theories and
Methods within the Consultant’s own discipline
• Goal Setting Ability
• Problem Solving Ability• Ability to perform Self- Assessment• Ability to see things objectively• Imagination• Flexibility• Honesty• Consistency• Trust
Skills and Knowledge to be Effective:
• Intrapersonal Skills• Interpersonal Skills • General Consultation Skills• Organizational Development Theory
The Professional
Organization Development Practitioner
Role of OD Professionals
• Internal Consultant
- Members of the organization usually located at the Human Resource Department
• External Consultant
- They usually work for consulting Firm, a University, For themselves.
1. Position
EXTERNAL• Build Relationship• Learn Company Jargon• “Presenting Problem”
Challenge• Time Consuming• Select project/client
according to own criteria• Guard against out-of-
pocket• Can terminate projects at
will• Meet organization
members for the first time
INTERNAL• Ready Relationship• Knows Company Jargon• Understand Root Causes
• Time Efficient• Obligated to work with
everyone• No out-of-pocket expenses• Must complete project
assigned• Has relationships with
many organization members
2. MarginalityMarginal Person is one who successfully straddles the boundary between two or more groups with differing goals, value systems and behavior patterns.
Professional Values
Professional Ethics