ORGANIZATION DEVELOPMENT AND CHANGE MANAGEMENT

A short Introduction
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Organization Development

Organization Development is an effort which is planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge. By Beckhard.
Organization Development comprises the long range efforts and programs aimed at improving an organizations ability to survive by changing its way of working and many a times its culture as well.
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Characteristics Of OD

It is a planned strategy to bring about change Always involves collaborative approach The emphasis is on to improve performance It relies on humanistic values about people and organizations It is a systems approach
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Characteristics Of OD (CONTD.)

It is based on scientific approaches to make the organizations more effective. It is always supported by the top management.

It is not important that if an organization is facing any problem then only change needs to be initiated. It is more proactive and a continuous process.
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What OD is not?

It is not a micro approach to change It is more than a single technique

OD does not include random or ad hoc changes.

It is much more than raising the morale of the employees.
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Why OD?

To accomplish goals

To survive
Change is everybodys job Improve performance

Example:- Kodak, it has been successful in changing its focus from film cameras to digital cameras
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The changing organization of the 21st century

New competitors a. Domestic b. multinational

Technology a. New Products b. New Technologies

The organization of the 21st century a. Faster b. Quality conscious c. Employee involvement d. Customer oriented e. smaller

Changing consumers a. Lifestyles b. Trends

Uncertainties a. Regulations b. Prices c. Suppliers

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Change

Change is coming down on us like avalanche.

And most people are shocked and unprepared to cope with it. One should always remember that organizations are never static. Change is concerned with making things different. Change intervention is a planned action to make things different.
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Planned Change

Change is new state of things, which is different from the old state.

a)

The important aspects of change:It can happen only if the target group is unsatisfied with its present state.

b)
c)

Nobody can survive without change.

Today the corporate world wants to reinvent itself to remain in the market.

d)

Concepts like re-engineering, restructuring are all a part of change.

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Planned Change (Contd.)

i. ii. iii. iv. v.

External forces for change:-

Competitors
Regulators Technology

Customers
Market forces

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Planned Change (Contd.)

i. ii. iii. iv.

Internal forces for change:-

Obsolescence of products
New market opportunity New strategic directions

Diverse workforce

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Evolution of OD

a)

It has evolved over the past 50 years

It started as an application for behavioural science to solve organizational problems. The credit goes to the applied social sciences work of Kurt Lewin. It emerged about 1957 from two basic sources:National Training Laboratories introduced laboratory training Survey Research Centre survey research methods.

b)

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Need for Change

Change management is not a matter of simply following steps. Since no two changes are exactly alike, following a recipe for change management is not enough. There are a multitude of concepts on Change Management and it is very difficult to get a common denominator from all the sources that are applying the phrase to their mental maps of organizational development.
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How to Deal with Change?

The world is constantly changing at an accelerated rate. Consequently, organizations and individuals must continually adapt to this changing environment by changing themselves or they will not survive. Change may affect ones job security, earnings, status, personal relationships well-established habits and routines. A good attitude shift can minimize and even overcome resistance to change. Once Change is communicated and implemented, active part can be taken in reducing the effects on by:
1. 2.

Accepting Communicating

3.

Planning
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Management of change is a complex undertaking. Before a particular change is shaped and implemented effectively in an organization a certain minimum cardinal number of steps need to be followed.

Change often generates negative emotional reactions. The very term Change is threatening to many.

Change has often led to upheaval, has come to be associated with rebels or incompetents. Many therefore management function. find it difficult to see it as a prime

However change can be healthy and positive. It can also be

brought about as to stabilize rather than upset things.
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DEVELOPING THE NEED FOR CHANGE:

What are the levels of aspiration of change among key officials in the organization. Is it really the need which is initiated by experience at an emotional / affective level or it is merely intellectual concern.

How ready is the organization for change.

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In essence, change takes place on three levels: The self, the team or the (small) organization and the wider system that surrounds the team or the small organization or the organizational unit, depending how the borders are defined. In a process, change needs to be facilitated on all three levels to become sustainable.

The Larger System Team or Organization

Self

Levels of Change 18

Implementation to Change

During the implementation of change, one comes across the following phases of change:
Phases of Change

Denial

Bargaining & Negotiating

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Anger

Thanks

Questions???
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