OVERVIEW OF THE FIELD OF O.D.

Relatively new field of study 50s & 60s OD is about how organizations and people function and how to get them function better Start Point when the leader identifies an undesirable situation and seeks to change it. Focus - Making organizations function better (total system change). Orientation - Action (achieving results through planned activities). No unifying theory just models of practice OD is an organization improvement strategy FOCUS Change new state of things, different from old state of things Can be viewed as an opportunity or as a threat

OD consultants are experts in organizational change ORIENTATION This process is known as Action Research Three ingredients: 1. Participation 2. OD consultant (as collaborator & co-learner) 3. Iterative process of diagnosis & action Change occurs based on the actions taken New knowledge comes from examining the results of the actions.

CHARACTERISTICS OF O. D. 1. It is a system-wide process 2. It is value-based 3. It is collaborative 4. It is based on behavioral science knowledge 5. It is concerned with strategies, structures, processes, people and culture 6. It is about organizational effectiveness IMPORTANT ASPECTS OF OD (a) Long-term Effort (b) Led And Supported By Top Management (c) Visioning Processes-viable, Coherent And Shared Picture (d) Empowerment Processes (e) Learning Processes (f) Problem Solving Processes (g) Ongoing Collaborative Management Of The Organizational Culture (h) Intact Work Teams And Other Configurations (i) Cross- Functional Teams (j) Consultant- Facilitator Role (k) Theory And Technology Of Applied Behavioral Science (l) Action Research OBJECTIVES OF AN OD PROGRAMME 1. Individual And Group Development. 2. Development Of Organization Culture And Processes By Constant Interaction Between Members Irrespective Of Levels Of Hierarchy. 3. Inculcating Team Spirit. 4. Empowerment Of Social Side Of Employees. 5. Focus Of Value Development. 6. Employee Participation, Problem-solving And Decision-making At Various Levels. 7. Evaluate Present Systems And Introduction Of New Systems Thereby Achieving Total System Change If Required. 8. Transformation And Achievement Of Competitive Edge Of The Organization. 9. Achieve Organization Growth By Total Human Inputs By Way Of Research And Development, Innovations, Creativity And Exploiting Human Talent. 10. Behavior Modification And Self Managed Team As The Basic Unit Of An Organization. IMPLICATIONS OF OD 1. For Individuals a) Most individuals believe in their personal growth. Even today, training and development, promotion to the next higher position dominates the organization philosophy. b) Majority of the people are desirous of making greater contributions to the organizations they are serving. Achievements of organizational goals are however, subject to limitations or environmental constraints. It is for the organizations to tap the skills that are available in abundance.

This Leads To Adopt The Following Organization Strategy For Development: Ask Questions To Resolve Doubts. Listen To Superiors Advice. Support Employees In Their Venture. Accept Challenge. Leaders To Encourage Creativity And Promote Risk Taking. Give Additional Responsibility To Subordinates. Set High Standards Of Quality. Empower Employees. Initiate Suitable Reward System That Should Be Compatible, If Not More Than The Industry Norms. 2. For Groups a) One of the most important factors in the organization is the work group around whom the organization functions. This includes the peer group and the leader (boss). b) More people prefer to be part of the group because the group accepts them. c) Most people are capable of making higher contributions to the groups effectiveness.

Following strategy is required to be adopted for group development based on the above assumptions: a) Invest in training and development of the group. Money and time spent on this is an investment for the organization. Leaders should also invest in development of skills and thus help create a positive organizational climate. b) Let the team flourish. Teams are the best approach to get the work done. Apart from the above teams enjoy emotional and job satisfaction when they work in groups. c) Leaders should adopt team leadership style and not autocratic leadership style. To do this, jobs should be allotted to the team and not to the individual. d) It is not possible for one individual (leader) to perform both, the leadership and maintenance functions. It is therefore necessary for team members to assist leader in performance of his duties. e) Group should be trained in conflict management, stress management, group decision-making, collaboration, and effective interpersonal communication. This will improve organizational effectiveness. Empowerment is the corner stone of the successful organizations. f) Leaders should pay particular attention to the feelings of the employees. It should be understood that suppressed feeling and attitudes adversely affect problem-solving, personal growth and job satisfaction. g) Development of group cohesiveness. 3. For Organizations a) b) c) d) Create learning organization culture. Adopt win-win strategy for sustained growth. Create cooperative dynamics rather than competitive organizational dynamics in the organization. Needs and aspirations of the employees in the organization must be met. This leads to greater participation of the employees. Organizations should adopt developmental outlook and seek opportunities in which people can experience personal and professional growth. Such orientation creates a self-fulfilling prophecy.

e) People must be treated with due respect and considered important. The credit of success must be given to the employees unconditioned. f) Promote organizational citizenship. 4. It is possible to create organizations that are humane, democratic and empowering on one hand and high performing in terms of productivity, quality of output, profitability, and growth on the other. It is the responsibility of every entrepreneur to ensure that the needs of the society are met.