Download - Role and Competencies
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The OrganizationDevelopment
Practitioner
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Who is the OD Practitioner?O They may be internal or external
consultants who offer professionalservices to organizations, including theirtop managers, functional departmentheads, and staff groups.
O They may be those specializing in fieldsrelated to OD, such as reward systems,
organization design, total quality,information technology, and businessstrategy.
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Who is the OD Practitioner?
O The increasing number of managers and
administrators who have gained
competence in OD and who apply it totheir own work areas.
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O The three primary tasks of the OD practitioner or
interventionist, Argyris (1970)1. Generate and help clients to generate valid
information that they can understand about their
problems.
2. Create opportunities for clients to searcheffectively for solutions to their problems, to make
free choices.
3. Create conditions for internal commitment to their
choices and opportunities for the continual
monitoring of the action taken.
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Competencies of anEffective OD
Practitioner
KNOWLEDGE
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Foundation CompetenciesO Organization Behavior
O Organization Culture
O
Work DesignO Interpersonal Relations
O Power and Politics
O Leadership
O Goal-Setting
O Conflict
O Ethics
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O Individual Psychology
O
Learning theoryO Motivation theory
O Perception theory
O Group Dynamics
O RolesO Communication Processes
O Decision-Making Processes
O Stages of Group Development
O Leadership
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O Management and Organization Theory
O
Planning, organizing, leading, andcontrolling
O Problem solving and decision making
O Systems theory
O Contingency theory
O Organization structure
O Characteristics of environment and
technology
O Models of organization and system
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O Research Methods / Statistics
O
Measures of central tendencyO Measures of dispersion
O Basic sampling theory
O Basic experimental design
O
Sample inferential statisticsO Comparative Cultural Perspectives
O Dimensions of natural culture
O Dimensions of industry culture
O Systems implications
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O Functional Knowledge of Business
O
Interpersonal communicationO Collaboration / working together
O Problem solving
O Using new technology
O
ConceptualizingO Project management
O Present / education / coach
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Core CompetenciesO Organization design
O Organization research
O System dynamicsO History of organization
O Theories and models for change
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Competencies ofan Effective OD
Practitioner
SKILLS
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Core CompetenciesO Managing the consulting process
O Analysis/diagnosis
O Designing/choosing appropriate, relevantinterventions
O Facilitation and process consultation
O Developing client capability
O Evaluating organization change
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The OrganizationDevelopment
Practitioner
Professional Values
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O Traditionally, OD practitioners have promoted a set
of values under a humanistic framework including
a concern for inquiry and science, democracy, and
being helpful. They have sought to build trust and
collaboration; to create an open, problem-solving
climate; and to increase the self-control of
organization members.O More recently, they have extended those values to
include a concern for improving organizational
effectiveness and performance. They have shown
an increasing desire to optimize both humanbenefits and production objectives.
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O In addition to value issues within organizations,
OD practitioners are dealing more and more with
value conflicts with powerful outside groups.
Organizations are open systems and exist within
increasingly turbulent environments. Those
external groups often have different and
competing values for judging the organizationseffectiveness.
O Practitioners must have not only social skills but
also political skills, They must understand the
distribution of power, conflicts of interest, andvalue dilemmas inherent in managing external
relationships, and be able to manage their own
role and values with respect to those dynamics.
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O Interventions promoting collaboration and system
maintenance may be ineffective in a larger arena,
especially when there are power and dominance
relationships among organizations and
competition for scarce resources. Under those
conditions, they may need more power-oriented
interventions, such as bargaining, coalitionforming, and pressure tactics.
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The OrganizationDevelopment
Practitioner
Professional Ethics
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O Ethical issues in OD are concerned with how
practitioners perform their helping relationship with
organization members. Inherent in any helping
relationship is the potential for misconduct and
client abuse. OD practitioners can let personal
values stand in the way of good practice or use
the power inherent in their professional role toabuse (often unintentionally) organization
members.
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OEthical Guidelines
OEthical Dilemmas
OMisrepresentation
O
Misuse of DataOCoercion
OValue and Goal Conflict
OTechnical Ineptness