ORGANISATIONAL EFFECTIVENESS AND CHANGE By: Prerna Mehrotra Mohd. Samir Naina Sobti Asreen Salman Kritika Rastogi Gaurav Khushwaha
OVERVIEW Ø What is Organisational Development (OD) Ø Objectives of OD ØCompetencies /Characteristics of OD Ø Conclusion: Why is OD important
WHAT IS ORGANISATIONAL DEVELOPMENT ? "Organization development is a system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization's effectiveness. " -- Cummings and Worley, "Organization Development and Change", Sixth Edition, South-Western Publishing, 1997, p. 2.
KEY POINTS WITH REFERENCE TO OD Ø OD is a field of applied behavioral science technologies. Ø It is related to planned change Ø The study of OD is concerned with the total organisational systems and processes. Ø OD is related to achieving congruence among organisational components like structure, culture and processes. Ø OD is a long-term strategy intended to change beliefs, attitudes, values and organisational structures. It is carried out to achieve organisational effectiveness and meet the challenges of changed environmental factors.
OBJECTIVES OF ORGANISATIONAL DEVELOPMENT
v Individual and group development. v Development of organisation culture and processes by constant interaction between members irrespective of levels of hierarchy. v Inculcating team spirit. v Empowerment of the social side of employees. v Focus on value development
v Transformation and achievement of competitive edge of the organisation. v. Employee participation, problem solving and decision making at various levels. v Evaluate present systems and introduction of new systems thereby achieving total system change if required. v Achieve organisation growth by total human inputs by way of research and development, innovations, creativity and exploiting human talent. v. Behavior modification and self managed team as the basic unit of an organisation.
ORGANISATIONAL DEVELOPMENT CHARACTERISTICS OR COMPETENCIES
v OD focuses on development of organisational culture. v. OD focuses on overall development of organisation and individuals with win-win strategy. v. OD practitioners are facilitators and collaborators. Their assistance in identification of problem areas, arriving at a solution, implementation and feedback is necessary. Their services are valuable.
v It relies heavily on action research. v It deals with improvement of on going processes. v. OD focuses on total system change and views organisation as complex social system. v. Delegation of authority, empowerment, and quality of work life a sense of autonomy are the hallmark of OD programme.
v OD is characterised by study and development of multi-ethnic culture that is supportive of work ethics. People with diverse value system, culture, and interests should be able to work effectively under one roof and achieve cordial relationship with fellow employees. It should be able to help achieve organisational effectiveness. v. Organisational Development is a joint responsibility of owners, employees, investors’ society, government agencies and consumers. It must be understood that the organisations exist for all of them.
CONCLUSION: WHY IS OD IMPORTANT ? ØProfitability, productivity, morale and quality of work life are of concern to most organizations because they impact achievement of organization goals. There is an increasing trend to maximize an organization's investment in its employees. Jobs that previously required physical dexterity now require more mental effort. Organizations need to "work smarter" and apply creative ideas. ØThe work force has also changed. Employees expect more from a day's work than simply a day's pay. They want challenge, recognition , a sense of accomplishment, worthwhile tasks and meaningful relationships with their managers and co-workers. When these needs are not met, performance declines.
…. contd…. ØToday's customers demand continually improving quality, rapid product or service delivery; fast turn-around time on changes, competitive pricing and other features that are best achieved in complex environments by innovative organizational practices. ØThe effective organization must be able to meet today's and tomorrow's challenges. Adaptability and responsiveness are essential to survive and thrive.
BIBLIOGRAPHY http: //managementhelp. org/org_chng/od-field/OD_defn. htm 1. http: //managementhelp. org/org_chng/odfield/OD_defn. htm 2. http: //www. odnetwork. org/odnc/whatis. htm 3. http: //kninn. blogspot. com/2010/05/objectives-oforganizational. html Books: 1. Kondalkar, V. G. , “Organisation Development”, First Edition, New Age International Publishers, 2009
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