hrm502 7 organisation development

M. S. Ramaiah University of Applied Sciences

1 Faculty of Management and Commerce

Module Code: HRM502

Module Title: Organisational Life Cycle Management

Module Leader: Dr. Sandhya Iya

E-mail: [email protected]

Session 7: Organisation Development



Session Objectives

At the end of this session, students will be able to:

Explain the values, assumptions, beliefs in OD

Discuss the role of communication and information in change and OD



Session Contents

Values, assumptions, beliefs in OD

Role of communication and information in change and OD



Values, Assumptions, Beliefs in OD



Values, Assumptions, Beliefs in OD

A belief is a proposition about how the world works that the individual accepts as true: it is a cognitive fact for the person.

Values are also beliefs and are defined as: Beliefs about what is desirable or good and what is undesirable or bad.

Assumptions are beliefs that are regarded as so valuable and obviously correct that they are taken for granted and rarely examined or questioned.



Three Types of Values in OD

1) Humanistic

Treat people with respect and dignity

View all people as having the potential for growth and development

2) Optimistic

People are basically good

Progress is possible and desirable

3) Democratic

Right to freedom from misuse of power

Fair and equitable treatment for all



Some Beliefs and Assumptions in OD

The basic building blocks of an organisation are groups. Therefore the basic units of change are groups, not individuals.

Goal is the reduction of competition between parts of the organisation and the development of a more collaborative condition.



Some Beliefs and Assumptions in OD Contd.

One goal of a healthy organisation is to develop open communication, mutual trust, and confidence between and across levels

People affected by a change must be allowed active participation and a sense of ownership in the planning and conduct of the change



Implications of OD values

Implications for dealing with individuals

Implications for dealing with groups

Implications for designing and running organisations



Implications for Individuals

1. Most individuals are naturally driven towards personal growth and development if provided with environment

2. Most people desire and are capable of making greater contribution towards attaining organization goals

3. Ask-listen-support-challenge-encourage risk taking-permit failure-remove obstacles-give autonomy and responsibility-set high standards-reward success



Implications for Groups

What occurs at the formal and informal levels, greatly influences feelings of satisfaction and competence

People wish to be accepted and interact co-operatively at least with one reference group

People are capable of making great contributions to a groups effectiveness

Let teams flourish-leaders should adopt a team leadership style



Designing and Running Organisations

Developmental outlook and opportunities in which people can experience personal and professional growth

Create organisations that are humane, developmental, and empowering as well as high performing in terms of productivity, quality of out-put and profitability

Putting people first



Professional Values in OD

Spirit of Inquiry

Democratic value: collaboration and conflict resolution in a rational manner

Professional ethics: potential for misconduct and client abuse



Professional Values in OD

Ethical dilemmas: due to role conflict and ambiguity

Misrepresentation: particularly in 1st phase

Misuse of data: agreement helps prevent it

Coercion: to participate in OD effort

Value and goal conflict: consultant and client

Technical ineptness: no alignment with organisation



Role of Communication in OD



Role of Communication in OD

OD is a set of techniques centered on changing or improving an organisation

Emphasizes employees as a company's strongest asset and works toward protecting, enhancing and mobilizing the human aspect of business

Thus these techniques require a good deal of open, consistent communication



Role of Communication in OD Contd.

Collaboration

Between consultant, managers, employees

Teamwork between departments/units

Sense of shared ownership

Participation

Empowers all employees to participate actively

Research

Processes of data collection and feedback require open communication

Education of employees through newsletters, policy manuals, training courses etc



Summary

A belief is a proposition about how the world works that the individual accepts as true: it is a cognitive fact for the person.

Values are also beliefs and are defined as: Beliefs about what is desirable or good and what is undesirable or bad.

Assumptions are beliefs that are regarded as so valuable and obviously correct that they are taken for granted and rarely examined or questioned.



Summary

Three types of values in OD are optimistic, humanistic, democratic.

Goal is the reduction of competition between parts of the organisation and the development of a more collaborative condition.

One goal of a healthy organisation is to develop open communication, mutual trust, and confidence between and across levels.



Summary

People affected by a change must be allowed active participation and a sense of ownership in the planning and conduct of the change.

OD values have implications for dealing with individuals, groups, and organisations.

Communication has a vital role to play in OD.

hrm502 7 organisation development

Documents