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OD 1st Unit

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13 views5 pages

OD 1st Unit

Uploaded by

Yogesh
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Ques 1) Define OD. Explain purpose of OD.

Definition of OD:

Organizational Development (OD) is a planned, organization-wide effort managed from the


top to increase organizational effectiveness and health through interventions in the
organization’s processes using behavioral-science knowledge.
– Richard Beckhard

It is essentially a strategy to bring about change, improve performance, and foster


adaptability through structured interventions in areas like communication, leadership,
structure, or culture.

Key Features of OD:

1. Planned Change – OD is not random; it is a deliberate effort to improve the organization.


2. Top Management Initiatives – Change begins with leadership’s active involvement.
3. Behavioral Science Application – It uses psychology, sociology, and management
theories.
4. Focus on Human and Social Capital – Unlike traditional change, OD is people-centric.

Purpose of OD Programmes:

OD programmes serve multiple purposes that align both with employee growth and
organizational success. These purposes can be categorized into strategic, operational,
cultural, and human development goals:

1. Enhancing Organizational Effectiveness

OD helps align organizational structure and processes with strategy. By analyzing workflows,
roles, and decision-making, OD ensures efficiency.

Example:
Infosys undertook OD interventions to streamline its delivery model. This included role
clarification and decentralizing decision-making to improve client response time.

2. Facilitating Change Management

In a rapidly changing environment, OD programmes equip organizations to adapt to market,


technological, or policy shifts.

Example:
Ford Motor Company used OD during its transformation from a bureaucratic structure to a
leaner one, emphasizing teamwork and leadership development.
3. Improving Communication

Many OD interventions target improving internal communication, reducing conflicts, and


ensuring transparency.

Example:
Tata Steel implemented communication audits and feedback mechanisms as part of OD to
reduce employee grievances and improve cross-departmental coordination.

4. Developing Leadership and Teams

OD identifies and nurtures leadership talent and builds high-performing teams through
training, coaching, and feedback systems.

Example:
GE under Jack Welch applied “Workout Programmes” (a form of OD) that empowered
middle management to make decisions, enhancing accountability and grooming future
leaders.

5. Strengthening Organizational Culture

Culture defines how people work, interact, and innovate. OD helps in reinforcing or
reshaping organizational culture to suit strategic needs.

Example:
Google fosters a culture of innovation and psychological safety through OD tools like
360-degree feedback and cross-functional project teams.

6. Employee Development and Morale Boost

OD programmes often involve training, upskilling, and career planning, leading to higher job
satisfaction and retention.

Example:
Accenture launched OD initiatives like personalized learning paths and internal mobility
platforms to empower employees and reduce attrition.

7. Conflict Resolution and Better Industrial Relations

OD focuses on participative management and open dialogue, which can significantly reduce
workplace conflicts.

Example:
SAIL Durgapur implemented OD interventions to improve labor-management
communication, resulting in reduced strikes and improved productivity.

8. Fostering Innovation and Learning


OD promotes a learning environment where experimentation, feedback, and continuous
improvement are encouraged.

Example:
3M institutionalized OD practices like cross-training and innovation labs to ensure
continuous product development and learning culture.

Popular OD Interventions (Tools and Techniques):

●​ Team Building Workshops


●​ Sensitivity Training (T-Groups)
●​ Survey Feedback Mechanisms
●​ Appreciative Inquiry
●​ Job Redesign
●​ Coaching and Mentoring
●​ Organizational Diagnosis and Feedback

These interventions are used depending on the nature of the issue being addressed.

Ques 2) What is Management Change?

Ans 2) Management of Change (MoC) refers to a systematic approach to dealing with


transitions or transformations in an organization’s goals, processes, technologies, or
structure. It ensures that changes are implemented smoothly, safely, and with minimal
resistance, while achieving the desired outcomes.

It is especially vital in sectors like manufacturing, oil and gas, HR, and IT, where unplanned
or poorly managed changes can lead to safety risks, inefficiencies, or employee unrest.

Objectives of Management of Change:

1. Minimize Resistance to Change – Address employee concerns, reduce uncertainty.


2. Ensure Safety and Compliance – Especially in technical or hazardous environments.
3. Maintain Business Continuity – Avoid disruptions in workflow.
4. Align Change with Organizational Goals – Keep changes strategic and purposeful.

Key Elements of MoC Process:

1. Identification of Change – Recognize the need: new equipment, policies, processes, or


roles.
2. Assessment of Impact – Evaluate safety, operational, financial, and human implications.
3. Approval Process – Involve relevant departments (HR, Safety, IT, etc.) for sign-offs.
4. Communication Plan – Inform and involve stakeholders.
5. Training & Implementation – Equip employees to adapt effectively.
6. Monitoring & Review – Assess change performance and make adjustments.

Types of Changes Managed Under MoC:

Technical Changes – Machinery upgrades, IT system overhauls.


Organizational Changes – Mergers, restructuring, leadership transitions.
Process Changes – New workflows, safety protocols, automation.
People-Oriented Changes – New roles, layoffs, cultural transformations.

Ques 3) What is Nature and Scope Of OD?

Ans 3) Nature of OD:

Organizational Development is both scientific and humanistic in nature. It focuses on


creating a culture of continuous improvement through planned interventions based on
behavioral science. The nature of OD can be described through the following features:

1. Planned and Systematic:


OD is not a quick fix; it is a well-thought-out strategy aimed at long-term development.

2. Human-Centric:
It emphasizes the importance of people in achieving organizational success by improving
work conditions, communication, and motivation.

3. Collaborative and Participative:


OD encourages teamwork, employee involvement, and participative decision-making.

4. Data-Driven and Diagnostic:


OD begins with identifying problems through surveys, interviews, or feedback and then
suggests interventions.

5. Change-Oriented:
It focuses on adapting to internal and external changes and ensures the organization
remains flexible and competitive.

6. Interdisciplinary Approach:
OD uses concepts from psychology, sociology, management, and organizational behavior.

Scope of OD:

The scope of OD is broad and touches nearly every aspect of an organization’s functioning.
It includes:

1. Organizational Culture and Climate:


OD helps build a positive culture that fosters trust, innovation, and open communication.

2. Leadership Development:
It focuses on identifying and grooming leaders through coaching, mentoring, and feedback.

3. Team Building:
OD develops collaborative and high-performing teams through structured interventions.

4. Conflict Resolution:
Through sensitivity training and open dialogues, OD resolves conflicts and improves
industrial relations.

5. Structural Changes:
OD can reshape organizational structures to make them more flexible and efficient.

6. Training and Development:


It enhances employee skills and knowledge to keep up with evolving organizational needs.

7. Employee Engagement and Motivation:


OD initiatives like job enrichment, recognition programs, and involvement in decision-making
boost morale.

8. Change Management:
OD supports smooth transitions during mergers, downsizing, or technological changes.

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