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Conti
Decline in profitability Changes in employee profile Union actions Low morale and motivation etc.
Resistance to change
Individual sources of resistance
Habit Security Economic factor Fear for the unknown Selective information processing Social factor
Habit
Economic
factors
Security
Fear of
Selective
information processing
Social
unknown
factors
Structural Inertia
Group Inertia
Threat to Expertise
Action Research
A change process based on the systematic collection of data and the selection of a change action based on what analyzed data indicate Stephen Robbins
ORGANISATION DEVELOPMENT
A process of planned change change of an organization culture from one that avoids an examination of social processes to one which institutionalizes and legitimizes this examination
Techniquaes of OD
Sensitivity Training Survey Feedback Process consultation interventions Team interventions Management by objectives Grid training Structural techniques
Team innterventions
The formal group diagnostic methods The formal group team-building meeting Gestalt approach to team building Role analysis technique Role negotiation technique Force field analysis Intergroup team building interventions
Gestalt approach
Is based on the belief that everyone function as whole, total organisms and not as fragmented beings When compelled to live up to the expectations of others they get frustration. Gestalt therapy - awareness, integration, maturation, authenticity, self regulation and behavior change.
Prerequisites of OD
Top management commitment Influential managers Success in initial efforts Established reward system Constant learning
Steps in OD
1. Diagnosing the problem of the organisation 2. Developing plans for change 3. Implementing change plans 4. Follow-up and evaluation
Different models of OD
Abads Model Lawrence & Lorschs Approach Lippitts Approach Blake & Moutons Approach Warner Burkes Approach Beckhards Approach
Abads Model
1. Motivation for change, data-collection 2. Problem-identification & diagnosis, planning strategy for change 3. Intervening in the system 4. Reinforcement & follow-up 5. Monitoring & evaluation
Lippitts Approach
1. Crisis 2. Process of interfacing 3. Appropriate response
Beckhards Approach
Diagnosis- identifying need to change Strategy planning Education Consulting & training Evaluation
TRANSACTIONAL ANALYSIS
When two people interact with each other there results a social transaction, analysis of the social transaction is knows as TA Introduced by: Eric Berne in 1960 Popularized by: Thomas Harris
Advantages of TA
1.It provides a means to reduce bad feelings 2.Efficient use of time 3.Effective communication 4.Reinforces other management development activities like leadership, MBO, job enrichment, conflict resolution etc
Ego States
Parent ego state: authoritative, overprotective, controlling, nurturing, critical Adult ego state: mature, rational, Child ego stare: childish, dependent,immature
Social transaction
1.Complementary transaction: message sent or behaviour exihbitted is received by other in appropriate response by other ego state. 2. In crossed transaction: stimulus and reponse are not parellel, adult to child 3.Ulterior transactions: two ego states on part of first part, eg. come to me the doors are always open
Johari window
Developed by Joseph Luft & Harry Ingham Useful in anlysing causes of interpersonal conflict.
Stroking
Positive stroking Negative stroking
Life positions
Each one of us exhibit 4 life positions