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Survey feedback is a tool that can provide honest feedback to help leaders guide and direct their teams. If all leaders and members alike are clear about the organizational development and change, strengths, weakness, strategies can be designed and implemented to support positive change. Survey feedback provides a participative approach and enables all members to become actively engaged in managing the work environment.
The activities of collecting the data and feeding back the data have two major components:
Climate or Attitude survey Use of feedback workshops
Everyone in work teams, with workshops starting at the top(all the superiors with their subordinates)
Obtaining concurrence on total strategy, design and administration of questionnaire, design of workshops. Appropriate interventions in workshops
Frank Neff states that for an organization improvement 3 things must happen:
Accept the data as valid Accept responsibility Solving problems
A goal
An activity Feedback
Model : mental picture of the surrounding world. It is built by the person(s) from the past accumulations of information, stored in memory Goal : from the working of the model and from the modeling process which he employs, alternative future states are generated, of which one is selected as a goal
This was the goal selection system Now begins the control system
Activities : initiated to attain goals Feedback : comes by some route from the persons environment, is used to compare, confirm, adjust and correct responses by signaling departures from what was expected
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Summarizing and analysis of results:- Once the survey data is collected, they must be summarized in form that is meaningful to the organizational members. Brief summary reports are prepared by the consultants and presented in a series of focused, facilitated meetings, starting with top management and going downwards. These meetings are used both, to identify problem areas and also develop action plans to resolve them
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Feedback on the results:- To ensure effective feedback meetings, the OD consultant needs to train managers to create and promote a participative atmosphere and to avoid defensive behavior that might block open and constructive discussion
BENEFITS: 1. To evaluate the complexities & uncertainties in the organization environment. 2. Helps in determining its strategic response to the changes that caused such uncertainties. DISADVANTAGE: Effectiveness of this intervention depends on the ability of the supervisors & managers in developing actions programs, based on such feedback