Organizational Development
OD is concerned with the diagnosis of organizational health & performance & ability of the org to adapt to change.
STEPS IN OD
Step 1: Diagnosis of the problem
Step 2: Planning the strategy for change
Step 3: Use of change agents
Step 4: Implementing the change
Step 5: Evaluation
OD INTERVENTION TECHNIQUES
Behavioral techniques:
- Sensitivity Training/ T Group Training: (lab training under controlled conditions/awareness of behavioral patterns of oneself & others)
- MBO: Superior & sub ordinate jointly identifies its common goal.
- Grid training:
Non-behavioral techniques:
- Changes in the org structure
- Job Enrichment
- Work design
Other techniques:
- Survey feedback
- Process Consultation
- Team Building
ORGANISATIONAL EFFECTIVENESS
An org is said to be effective when it achieve its goals.
MEASURES TO DETERMINE ORG SUCCESS OF EFFECTIVENESS
- Overall performance
- Productivity
- Attrition
- Job satisfaction
- Growth of the org
Organisational Redesign
Organisation‘s structure may be changed to make it more efficient by redefining the flow of authority
Work Design
- Work design is a the process of defining tasks and jobs to achieve both organisational & employee goals
- Work design is the design of individual jobs
- Job redesign makes use of job analysis to redefine a job in terms of tasks, behaviours education, skills, relationships and responsibilities required
- Provides an on-going learning opportunities & effective feedback to its employees
- Provide learning opportunities to ALL EMPLOYEES
- Employees can take time off from their everyday responsibilities & use learning opportunities
- Culture that encourages employees to be innovative, inquisitive & willing to learn
- Mangers are aware of the importance of learning & development