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Organization Development Process
Gajaba Perera-Gunawardena
Management Consultant
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What is OD OD is a long range effort to improve
organization's problem solving and renewal
processes, particularly through moreeffective and collaborative management oforganizational culture, often with theassistance of a change agent or catalyst and
the use of the theory and technology ofapplied behavioral science.
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Purpose of OD Intervention
OD is a systematic approach focusedon improvement of organizational
processes to achieve effectivenessefficiency and productivity of anOrganization.
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Stages of OB ProcessProblem
IDENTIFICATION
Action Planning
ImplementationEvaluation
Feedback
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Problem identification The first phase in OD process involves
understanding and identification of the
existing and potential problems in theorganization. The awareness of the problemincludes knowledge of the possibleorganizational problems of growth, human
satisfaction, the usage of human resourceand organizational effectiveness.
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Action PlanningThe Second Phase : Once the problem/sissues/s are understood, the next step is toplan for involvement or intervention.
Intervention can include teaching,improvement and team interventions throughtraining and brainstorming sessions. Focusedgroup discussions could also be implemented
for this purpose. Team intervention in turnincludes structural and individual interventions.
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Implementation
The Third Phase is to implement the plannedinterventions monitoring Program is extremelyimportant as the interventions are long-ranged. Theneed to adhere to time schedules is vital sinceoverlaping and confusion could lead to defeat theplanned interventions . Chances are, however,
organizational goals change over time, so there isalways a need for such a process to continue
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Evaluation The fourth Phase: Though shown as a
separate phase, this is a reiterative
process from the beginning of theprocess. This will help assessing theoutcomes and fine-tuning the process
to assure benefits are achieved
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Feedback The Fifth Phase: This is also a re-
iterative Phase. The feedback from
various sections of the organizationsand the vital domains are important toestablish the success of the
intervention/s
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four steps in organizationaldiagnosis model (1-2)
Structural analysis: Determines how thedifferent parts of the organization are
functioning in terms of laid down goals. Process analysis: Process implies the
manner in which events take place in asequence. It refers to pattern of decision
making, communication, group dynamics andconflict management patterns withinorganization to help in the process ofattainment of organizational goals
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four steps in organizationaldiagnosis model ( 3-4)
Function analysis:
This includes strategic variables, performancevariables, results, achievements and final outcomes.
Domain analysis:
Domain refers to the area of the organization fororganizational diagnosis.
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Stage II Intervention or action phase
Planning and implementation:
After diagnosing the problem, the next phase of OD,
involves the planning and implementation part of the
change process.
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Stage III Stabilization or processmaintenance phase
Evaluation and feedback:
Any OD activity is incomplete without properfeedback. Feedback is a process of relayingevaluations to the client group by means of
specific report or interaction.
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Cummings & Worley, 8e(c)2005 Thomson/South-Western
9-14
intervention overview
human process interventions
techno structural interventions
human resources management interventions strategic interventions
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Cummings & Worley, 8e(c)2005 Thomson/South-Western
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human process interventions
coaching
training and development
process consultation and team building
third-party interventions (conflict resolution)
organization confrontation meeting
intergroup relationships
large-group interventions
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Cummings & Worley, 8e(c)2005 Thomson/South-Western
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techno structural interventions
structural design
downsizing
reengineering
employee involvement
work design
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Cummings & Worley, 8e(c)2005 Thomson/South-Western
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human resourcesmanagement interventions
goal setting
performance appraisal
reward systems career planning and development
managing work force diversity
employee stress and wellness
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Summary
OD is a systematic approach focused onimprovement of organizational processes to achieveeffectiveness efficiency and productivity of an
Organization.
It is a long range organizational wide processstrongly supported by the top management
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Summary
OD process helps identification of organization decline andintroduce relevant change processes
It deals with introduction and management of change in anorganization to overcome internal and external impacts whichwould lead to decline
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