MODULE3 ORGANIZATIONAL DEVELOPMENT SEM 4 ORGANIZATIONAL DEVELOPMENT INTRODUCTION

MODULE-3 ORGANIZATIONAL DEVELOPMENT (SEM – 4)

ORGANIZATIONAL DEVELOPMENT INTRODUCTION: v The term Intervention refers to a set of sequenced, planned actions or events intended to help an organization to increase its effectiveness. v Interventions are structured activities to improve task performance v The goal is to create adaptive organizations capable of transforming and reinvesting themselves so as to remain effective v OD interventions are planned sets of actions to change the culture of organization

KEY CHARACTERISTICS � Based On Valid Information. � Nature Of Problem & Preferred Solution. � Employees Personal Commitment To Their Choices.

NEED FOR OD INTERVENTION Ø First the organization has a problem; that is realization that something is wrong. Ø Second, the organization sees an unrealized opportunity Ø Third, features of the organization are out of alignment Ø Fourth, the vision guiding the organization change

STEPS FOR OD INTERVENTION Ø Ø Ø Ø Eliminating Hierarchical Decision-making Focusing On Groups Building Trust Reducing Unnecessary Competition Investing In Employees Interim Measurement Of Control Active Employee Participation

TYPES OF OD INTERVENTIONS Ø Human Process Intervention �T Group �Team Building �Grid Training �Organization Confrontation Meetings �Process Consultation �Third Party Intervention Ø Techno Structural Intervention �QC �TQM �QWL Ø Human Resource Management Ø Strategic Intervention

OTHER OD INTERVENTIONS � Team Intervention � RAT � Coaching And Mentoring � T-group � Job Expectation � Behavior Modification

CONCLUSION The organization finally has to evaluate the OD program, find out their utility and develop the programs further for correcting deviations and improved results. The consultant help the organization in the respect. All the steps in the OD process should be followed by the organization in order to derive full range of OD benefits.