Final PPT on OD Techniques

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Organizational Development  Organizational Development (OD) – A collection of planned interventions, built on humanistic-democratic values, that seeks to improve organizational effectiveness and employee well-being

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OD Values – – – – –

Respect for people Trust and support Power equalization Confrontation Participation

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Broad Categories of ODTechniques Behavior BehaviorFocused Focused Career CareerPlanning Planning&& Development Development Sensitivity Sensitivitytraining training Process ProcessConsultation Consultation Team TeamBuilding Building Inter-group Inter-groupdevelopment development Managerial ManagerialGrid. Grid.

Structure StructureFocused Focused Survey SurveyFeedback Feedback Job JobEnlargement Enlargement Flextime Flextime Management Managementby by Objectives Objectives Matrix MatrixOrganization Organization Job JobEnrichment Enrichment

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Behavior Focused. 1

Career Planning & development People Tend to work in the organizations which would provide them with the Career Development Opportunities.

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Sensitivity Training

Training groups (T-groups) that seek to change behavior through unstructured group interaction Provides increased awareness of others and self Increases empathy with others, listening skills, openness, and tolerance for others 19-5

Behavior Focused(Continued). 3. Process Consultation (PC) A consultant gives a client insights into what is going on around the client, within the client, and between the client and other people; identifies processes that need improvement.

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Behavior Focused(Continued). 4. Team Building High interaction among team members to increase trust and openness. Team TeamBuilding BuildingActivities: Activities: • • Goal Goaland andpriority prioritysetting. setting. • • Developing Developinginterpersonal interpersonalrelations. relations. • • Role Roleanalysis analysistotoeach eachmember’s member’srole roleand and responsibilities. responsibilities. • • Team Teamprocess processanalysis. analysis. 19-7

Behavior Focused(Continued). 5.

Intergroup Development OD efforts to change the attitudes, stereotypes, and perceptions that groups have of each other Intergroup IntergroupProblem ProblemSolving: Solving: • • Groups Groupsindependently independentlydevelop developlists listsofofperceptions. perceptions. • • Share Shareand anddiscuss discusslists. lists. • • Look Lookfor forcauses causesofofmisperceptions. misperceptions. • • Work Worktotodevelop developintegrative integrativesolutions. solutions. 19-8

Behavior Focused(Continued). 6.

Managerial Grid It was developed by industrial psychologists Black and Mouton , helps the managers to develop a right leadership style which will take care of both production & people in the organization.

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Structure Focused. 1. Survey Feedback Approach The use of questionnaires to identify discrepancies among member perceptions; discussion follows and remedies are suggested.

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Job Enlargement It refers to the process of adding more tasks to an existing job. Here the employee skill are used more. E.g. : A typist may be given Computer Based Work.

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Structure Focused(Continued). 3.

Flexi time. Here the employees are allowed to attend their work according to their convenient time slots.

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Management by Objectives Under this technique the supervisor & the subordinates jointly establish performance objectives for the group. The individual & the Organizational goals are integrated. This OD-Technique provides a framework for resolving interpersonal & intergroup problems in the organization.

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Key Elements of MBO

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Structure Focused(Continued). 5. Matrix Organization Organizational effectiveness may be improved by changing the organizational structures also. E.g. In to days complex, dynamic business environment new forms of organizations like matrix organization, linking-pin organization may be used which provide scope for team work, group interaction, interpersonal relations, free flow of information & participative decision making. 6. Job Enrichment. It refers to the process of giving more control, responsibility and discretion to the employees in their jobs.

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Summary  Factors Influencing Choice of OD-Techniques. Selection of an OD Intervention is usually influenced by the following factors: 1. Applicability.

Potential of a given intervention to yield desired results. 2. Feasibility. Suitability of an intervention to suit to the client system. 3. Acceptability The Intervention needs to be accepted by its client system to yield desired results. 19-15

Conclusion

OD-Techniques are targeted toward individuals including skill training, job redesign, role negotiation, and career planning.

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Bibliography

 www.scribd.com  www.slideshare.com  Organizational Behavior- by S. S. KHANKA.

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