SUBMITTED BY S.SAIHARITHA148949

INTRODUCTIONOrganisation development is a systematic ,integrated &planned approach to improve effectiveness of the enterprise

It is to designed to solve problems that adversely effect the operational efficiency at all levelsOD encompasses the a collection of planned-changed interventions built on humanistic democratic value seek to improve effectiveness &employee well being

CHARACTERISTICS OF ORGANIZATION DEVELOPMENT

OBJECTIVES OF OD:  Improve organisational performance as measured by

profitability, market share, innovativeness, etc. Make organisations better adaptive to its environment

which always keeps on changing. Make the members willing face organisational

problems and contribute creative solutions to the organisational problems.

Improve internal behaviour patterns such as interpersonal relations, intergroup relations, level of trust and support among the role players.

Understand own self and others, openness and meaningful communication and involvement in planning for organisational development.

PRE – OD SCENARIO OF TCS

STRENGTHS

In the yr 1998-99,Tcs has grown into the largest Indian software company

Racing towards achieving its vision of being global top ten.

On time delivery, Premier position in the industry in terms of

revenues, Focus on training programs,Quality

initiatives, Use of good technical tools and procedures

and Encouragement of individual excellence in

performance.

DIAGONISED PROBLEMS

Mounting revenue pressures. Selectivity in projects. Focus on specialization. Efforts on Experimentation & Innovation. Rewards and Recognitions. Inter group co-ordination & knowledge

sharing. Branding and PR.

ALIGNMENT AND ATTUNEMENT

Integrating and balancing out the four voices: Voice of Shareholders Voice of Employee Voice of Customer  Voice of Technology

OD INTERVENTIONS A team that refers to a set of

sequenced ,planned actions or events intended to help an organization to increase it’s effectiveness .Intervention.s purposely disrupts the Status quo

INDIVIDUAL INTERVENTIONS Coaching Training and Development Process Consultation and Team Building Third-party Interventions (Conflict Resolution) Organization Confrontation Meeting Intergroup Relationships Large-group Interventions

INDIVIDUAL INTERVENTIONS AT TCS

Internal organization workshop was conducted with top management for scenario building. Focused at a larger level, on the “The TCS that can be”.

Aim:

To challenge the conventional ways of thinking and to give shape to the key drivers of change .

Realistic listening and dialoguing.

Dissemination and communication of the scenarios with teams.

To develop a new language for the organization,consistent with the envisaged future scenario.

INDIVIDUAL INTERVENTIONS AT TCS Participants: Representatives of senior management. Theme of Scenarios: The nature of the struggle the organization would go

through and etched out realistic possibilities based on present factors.

Factors: Wealth creation Enhanced productivity factors Feeling of being valued Resource allocation and team-work  Membership criteria and norms of the group Learning opportunities for individuals and teams

PROPEL – THE CASE OF A LARGE RELATIONSHIP AT TCS

Team alignment initiative Aim: To set up a dialogue among associates to reflect ,

build and channel potent restlessness into a convergent blueprint of responsiveness by redefining desirable role behaviours.

GOAL ALIGNMENT & BALANCED SCORECARD

A Teach-Train-Transfer workshop on Goal alignment was conducted, with help fromexpert OD consultants:

To build the context.

To think through goal setting at TCS with a systems perspective to goal alignment.

To explore means of institutionalizing goal-oriented performance management within the organization.

DARPAN - REFLECT AND IMPROVE

Darpan – Associate Satisfaction Survey for large relationship.

The Questionnaire to capture associate feedback across 5categories:

Career & Job, Communication, Culture & Pride, Leadership, Supervisor.

Analysis was done for the overall relationship, as well as individual Business Units within the relationship.

Results shared with the entire team and actionable evolved through a series of camps and confluences.

OUTCOMES FROM DARPAN : THECULTURAL PERSPECTIVE

ASI increase in Darpan 06 & correspondingincrease in CSI.

91 % of the team felt proud of being part of therelationship.

90% of the team felt that they can see the big picture -how their contributions add value to customer.

90% of the team felt that their supervisors are approachable & enable them to do their job better

OTHER OD INTERVENTIONS Nakshatra award:Reward and Recognition

initiative within the relationship. Awarded to encourage star performers for

eachmonth within each business unit In Touch:Any employee can walk in to meet the

lead anddiscuss out any problems/ suggestions for improvement in the relationship.

Toast MasterClub/Lets Talk:To enhance personality/communication abilityof associates in the relationship .

To help them gain confidence through sessions by certified facilitators.

POST OD SCENARIO FROM A CULTURE PERSPECTIVE

Organizational Development interventions have been instrumental in terms of enhancing value to the customer & employee at Tata Consultancy Services.

PROPEL - encouraged sharing of ownership and empowerment to

change, as also the sharing of success stories and best practices across the organization.

Valuing of employees was institutionalized through establishing processes that enable and enhance individual performance, and lead to empowered project teams.

Issue based mentoring was facilitated, with camps and confluences as enabling frameworks.

Confluences invested in personal transformation for the employee, camps invested in improving the workspace.

Through Scenario building, a collective transformation of dreams and concernsinto response capabilities was envisaged.

POST OD SCENARIO FROM A CULTURE PERSPECTIVE

The earlier tendency of self-sacrificing hard work was replaced bya shift of focus to teamwork and valuing of the employee.

Helped push self imposed boundaries and limitations through challenging organizational boundaries and limitations constantly.

Continuously scanning for environment opportunities are looked at

CONCLUSION

OD interventions at TCS have helped build aculture of fostering systems thinking.

Creating forums for dialogue. Encouraging leadership at all levels.

REFERECES http://

www.slideshare.net/DarylTabogoc/od-interventions-19344070

http://www.yourarticlelibrary.com/organization/organisation-development-meaning-characteristics-and-objectives/35318/

http://www.slideshare.net/manumelwin/the-od-journey-of-tcs-case-study