od microsoft ppt
TRANSCRIPT
Organizational DevelopmentAt
Microsoft
By Alfiyah Malekjee 13Pooja Pradhan 15
Sanna Shaikh 20Rukhsar Surve 21
Introduction to OD
• A growing field of human resource management
• Behavioral and social science
• Humanistic in their approach to change management
• Sustainable organizational performance
• Organizations invest heavily in transformational change
• Deliver sustainable performance
OD Intervention
• Learning process
• Technique by professional
• People and collaboration
About the Company
• One of the fastest growing subsidiaries of microsoft corporation
• The Microsoft India story began in 1990, picked up greatly in
the new millennium, and has grown steadily since then• Microsoft continues to be an active partner in innovation • They work on things that make a real difference
About the Company continueMicrosoft's vision• Microsoft is the productivity and platform company for
the mobile-first and cloud-first world. We will reinvent productivity to empower every person and every organization on the planet to do more and achieve more
strategy• Maximize the business impact of global diversity and
inclusion to empower our people, transform our culture and delight our customers.
Employee community • Continued success depends on the
diverse skills, experiences, and
backgrounds
• A rich community of employee resource
groups (ERG) and employee networks
(EN)
Employee community Continue
• provide career development, support, networking opportunities,
mentoring, community participation, product input, and
assistance in activities that promote cultural awareness
• speaker series, scholarship programs, community service,
development conferences, and heritage celebrations.
Changes in Microsoft initiated at top
• Gates appointed Ballmer as CEO and president
• Both wanted to reinvent Microsoft
• Executives given power to run units with less
supervision
• Ballmer encourage everyone to rethink the way they do
their jobs
Changes in Microsoft initiated at top Continue
• Ballmer wants people to be respectful to others
• He wants managers to work collaboratively
• Collaboration will produce complacency and stifle innovation
• Ballmer has history of humiliating executives that may discourage
real change
Overview of Major OD Intervention Techniques
Intervention techniques focus on 4 categories:
1. Individual or interpersonal level
2. Team or group level
3. Intergroup level
4. Total organizational system level
Individual OD Interventions
a. Role negotiation
b. Management Training
c. Job redesign
d. Career planning
Individual OD Interventions -Role negotiation
• Small group process
• Outlining the behavior
• An individual exchanges messages with another person
Individual OD Interventions -Management training
• the process of training staff to be Managers
• study problems
• Work out solutions
Individual OD Interventions -Job redesign• an effort where job responsibilities and tasks are
reviewed
• improve output
• improvements in both productivity and in job
satisfaction
Individual OD Interventions -Career planning
• continuous process
• thinking about your interests, values, skills and
preferences; exploring the life, work and learning
options
• a rewarding and positive experience
Team OD Interventions
a. Team building
b. Process consultation
c. Inter-group team building
Team OD Interventions -Team building
• a collective term
• enhance social relations
• It is distinct from team training
Team OD Interventions -Process consultation
• process consultant is a highly qualified professional
• acts as a facilitator
• deal with issues
Team OD Interventions –Inter group team building
• Improves intergroup relations between work teams
• Understands the communication gap
• Helps in sorting out many issues
Organizational-wide OD Interventions
a. Survey feedback
b. Confrontation meeting
c. Structural redesign
d. Management by objective (MBO)
Organizational wide OD Interventions -Survey feedback
• a tool that can provide this type of honest feedback
• help leaders guide and direct their teams
• Obstacles and gaps between the current status quo and
the desired situations may or may not be directly
apparent
Organizational wide OD Interventions-Confrontation meeting
• an intervention designed to mobilize the resources
• Originally developed by Beckhard
• intervention can be used at any time but is
particularly useful when the organization is in stress
Organizational wide OD Interventions -Structural redesign
• Right issues
• Right obstacles
• Right design characteristics
• Right change
Organizational wide OD Interventions -Management by objective• also known as management by results (MBR)
•management and employees agree to the objectives
• understand what they need to do in the organization
Conclusion and RecommendationConclusion
• Use of OD strategic intervention
• monitor progress by Identify problems, benchmark, training and goals and objective
• Interventions are rooted in the disciplines of engineering, sociology, and psychology
Recommendation
• should identify the stakeholders whose commitment is required
• business strategies and organizational systems must be changed together in response to external and internal disruptions