Professional Documents
Culture Documents
is the application of social science techniques to plan change in organizational settings for the purpose of enhancing organizational effectiveness and the development of individuals.
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Individual and group development. Development of organization culture and processes by constant interaction between members irrespective of levels of hierarchy. Inculcating team spirit.
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Implications:
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.
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For Groups
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) More people prefer to be part of the group because the group accepts them. Most people are capable of making higher contributions to the groups effectiveness.
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Following strategy is required to be adopted for group development based on the above assumptions:
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 position organizational climate. 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. 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.
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3. For Organizations
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ORGANIZATIONAL DEVELOPMENT Top values associated with O. D. today: Increasing effectiveness and efficiency Creating openness in communication Empowering employees to act Enhancing productivity Promoting organizational participation Values considered to be most important: Empowering employees to act Creating openness in communication Facilitating ownership of process and outcome Promoting a culture of collaboration Promoting inquiry and continuous
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Inputs
Transformation
Outputs
General Environment
Industry Structure
Strategy
Design Factors
Performance
Productivity
Culture
Satisfaction
Transformation
Outputs
Team Effectiveness
Productivity, Satisfaction
Transformation
Outputs
Individual Effectiveness
Productivity, Satisfaction
Feeding
Improved
Small
meetings to feedback survey results Meetings used to formulate change Managers conduct meetings to indicate commitment
Quality
Job
redesign Teamwork Work performed by most appropriate person Advanced information technologies used
More
impact on organizational than individual outcomes Works better for white collars than blue collars Works better if multiple techniques are used Technological change shows more positive outcomes
Dig
Management Practices
Structure
Individual &
Organizational Performance
The Burke-Litwin Model of Organizational Performance Change The Burke-Litwin Model ofand Organizational
Leadership
Structure
Management Practices
Work Unit Climate Task Requires & Individual Skills/ Abilities Motivation Individual Needs & Values