Documente Academic
Documente Profesional
Documente Cultură
Process of change & OD Organizational Change & Culture Environment Organizational culture & climate
Organizational Change
Process by which organization move from their present state to some desired future state to increase their effectiveness 1. Incremental that is continuous small changes 2. Interdependent on organizational environment
Change Management
Historical & political evolution Management & organisation People
People
Change agent( catalyst for change, Responsibility for change) Change Intervention ( Planned action for managing things differently) Change target (Individual and group subject to change)
Levels of Change
Individual level change
Group level change Organization level change
Types of change
Evolutionary change: TQM (system, Processes, Management, people)
Revolutionary change Business process Reengineering ( management & measurement, Business processes, Value and beliefs)
Org Strategy
Organizational development
Organization improvement Strategy Long-term planned and sustained effort Improved functioning of , individuals , teams and total organization
Definition
OD is an effort (1) Planned , (2) organization wide, & (3) managed from the top, to (4)increase organizational effectiveness and health through (5) Planned interventions in organization's processes using behavioral science knowledge. OD is response to change, a complex educational strategy intended to change the belief , attitude, value & structure of organizations so that they can better adapt to new technology , market and challenges and dizzying the rate of change
OD Definition.
OD as a planned and sustained effort to apply behavioral science for system improvement, using reflexive, self analytic methods. OD is a planned process of change in an organization's culture through the utilization of behavioral science technologies, research & theory.
Characteristics of OD
Focus on Culture & processes Encourages collaboration between organization leaders and members in managing culture and processes Improvement for team Human and social side of the organization and in doing so intervenes in technological and and structural sides Participation and involvement in problem solving and decision making by all levels of the organization and hallmarks of OD Total system changes and views organizations as complex social systems OD practitioners as facilitators, collaborators and co-learners with client system An overarching goal is to make the client system able to solve its problems on its own by teaching the skills and knowledge of continuous learning through self analytical methods.
Individual
Group
Organisation
Yes
Yes yes
yes
Formal Structural Change Differentiation & Integration Cooperative Union management practices Quality Circle TQM yes yes yes Yes yes
yes
Work Design
yes
yes
HRM
Goal setting Performance Appraisal Reward System Career Planning & development Managing workforce diversity yes yes yes Yes Yes Yes Yes yes Yes
Employee Wellness
STRATEGIC Integrated SM Culture change Strategic Change Self- designing Org
yes
Yes Yes Yes Yes Yes
Process of OD
Entering and contracting Diagnosing organization Diagnosing groups and jobs Collecting and analyzing diagnostic information Feedback Designing Interventions Managing Change Evaluating and institutionalizing interventions