role and competencies

7/29/2019 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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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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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

role and competencies

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