histry of od
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DEFINITIONOrganization development is a system wide application ofbehavioral science knowledge to the planned development
, improvement, and reinforcement of the strategies ,
structure and process that lead to organization
effectiveness
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It involves both 'hard' and 'soft' issues.
The 'hard' issues for OD are strategies and policies,
structures and systems. The 'softer' issues are developing
appropriate skills, behaviours and attitudes to achieve
optimum performance.
Both the 'harder' and 'softer' issues of OD need to be
addressed to avoid conflict between goals and needs.
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HISTORY OF ORGANISATION
DEVELOPMENT
LABORATORY TRAINING
ACTION RESEARCH SURVEY FEEDBACK
PARTICIPATIVE MANAGEMENT
QUALITY OF WORK LIFE
STRATEGIC CHANGE
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Laboratory Training Background
Laboratory training began in 1946, when Kurt Levin wasasked for help in research on training community leaders
A workshop was developed and the community leaders were
brought together
At the end of each session the researchers discussed thebehaviors they had observed
Thus the first T-group was formed in which people reacted
to data about their own behavior
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The researchers drew two conclusion about this first T-group experiment
Feedback about group interaction was a rich learningexperience
The process ofgroupbuilding had potential for learning
that could be transferred to backhome situations
Applying T-group techniques to organizations
gradually became known as team bui lding
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Action Research and Survey
Feedback BackgroundThe action research contribution began in 1940
The research needed to be closely linked to the actions
A collaborative effort was made, to collect theorganizational data
To analyze the cause of the problem and then to device
and implement a solution
Further data was collected to asses the results
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Participative Management
BackgroundParticipative management is a means of getting
employees involved in planning and managing change
Four types of management systemsExploitative authoritative system
Benevolent authoritative systems
Consultative systems
Participative group
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Likert applied system 4 to organization using a survey
feedback process
Which asked the members about the present and the ideal
conditions about the organization
Generated action plans to move the organization towards
system 4 condition
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Productivity and quality of work
life backgroundThe contribution of QWL can be explained in two phases
This phase was developed in Europe in 1950 based on the
research of Eric Trist.This program involved developing a work design which
aimed at better integrating technology and people
Participation by unions and management in the work
designThe distinguishing characteristics of this program was
developing self managing groups
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The second phase of QWL continues under the banner of
employee involvement
Employee contribution helps in running the organization
so that it can be more flexible, productive and competitive
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Strategic Change BackgroundThis background is a recent influence on ODs evolution
Strategic change involves improving alignment among an
organization's environment, strategy and designRichard Bechhard used open system planning
He described the difference between organizations'
demand and the way it responds could be reduced and
performance improved