Development Planning and Administration

MPA – 403Lecture 20

FACILITATORProf. Dr. Mohammad Majid Mahmood Bagram

Reflections

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Organization Development

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History

Kurt Lewin (1898 - 1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s. From Lewin came the ideas of group dynamics, and action research which strengthen the basic OD process

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Currently

Nowadays the Journal of Applied Behavioral Sciences is seen as the leading OD journal.

OD is taught in many institutions worldwide, with no one legitimately able to claim to be the center of OD training.

Leading OD training institutions include:University of Southern California, USA Sheffield Hallam University, UK University of Monterrey, Mexico &Assumption University of Thailand.

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At the core of OD is the concept of an organization, defined as two or more people working together toward one or more shared goals.

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Why Do Organizations Exist?

To satisfy human needs and wants Economies of scale: cost savings

that result when goods and services are produced in large volume

Economies of scope: cost savings that result when an organization is able to

use underutilized resources more effectively

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How Does an Organization Create Value?

1) Human Resources2) Financial Resources3) Physical Resources4) Information Resources

1) Planning2) Organizing3) Leading4) Controlling

1) Customers2) Shareholders3) Suppliers4) Distributors5) Government

1) Finished Goods2) Services3) Salaries4) Value for Stakeholders

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OD is a long range effort to:

1) improve organization's problem solving,

2) particularly through more effective and collaborative management of organization culture with specific emphasis on the culture of formal work teams

3) with the assistance of a change agent and the use of “Action Research”

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Organization development is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges.

Warren Bennis Definition of OD

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OD is not just "anything done to better an organization"; it is a particular kind of change process designed to bring about a particular kind of end result.

Warner Burke’s Definition of OD

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Beckhard’s Definition of OD

OD is an effort:

(1)planned,

(2)organization-wide, and

(3)managed from the top,

(4)to increase organization effectiveness

(5)through planned interventions in the organization.

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OD as a Change Strategy

OD is any strategy, method, or technique for making organizations more effective by bringing about constructive, planned change.

In its ideal form, OD attempts to change the culture toward being more

democratic and humanistic.

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OD Process Model

According to this generic OD model, the OD professional and staff members are involved in bringing about constructive change. The model comprises eight steps:

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OD Process Model

Step 1: Broad problem identification.

Step 2: Managerial commitment to change.

Step 3: Data collection and analysis.

Step 4: Data feedback. (The data collected in Step 3 are shared with the manager.)

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Step 5: Identification of specific problem area(s).

Step 6: Development of change strategies. (Identify root problems and develop action steps.)

Step 7: Initiation of behavior. (An action step is implemented.)

Step 8: Evaluation. (Have behavior and work results improved?)

OD Process Model

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The Organization DevelopmentPractitioner

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External Change Agents Internal Change Agents

(e.g. TQM managers, IT managers, Compensation & Benefits managers)

The Organization Development Practitioner

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Intrapersonal skills– Self-awareness

Interpersonal skills– Ability to work with others and groups

General consultation skills– Ability to apply skills and knowledge

Organization development theory– Knowledge of change processes

Competencies of an OD Practitioner

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Plans Implementation

Recommendations

Feedback data

Data collection

Data interpretation

Listens and reflects

Use of Change Agent’sKnowledge &Experience

Use of Change Agent’sKnowledge &Experience

Client vs. Change Agent Knowledge

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The term "Organization Development" is often used interchangeably with “Organizational Effectiveness”

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Approaches to Measuring Effectiveness

Goals

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Six Sigma as Organizational Development

Six Sigma– Is a data-driven statistically-based method for

achieving near-perfect quality with an emphasis on preventing problems from occurring in the process .

– Features:• Emphasizes motivating people

to work together to achieve higher levels of productivity.

• Is a fusion of technical and social systems for creating a culture of quality.

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A strategy for generating and acquiring knowledge that managers can use to define an organization’s desired future state Techniques of action research help

managers un freeze, make changes to, and refreeze the organization.

Action Research

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Steps in Action Research

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Step # 1: Diagnosis of the OrganizationA problem is recognized because of a gap between desired and actual performance.

Step # 2: Determining the Desired Future StateManagers identifies where should the organization be.

Step # 3: Implementing ActionA strategy is selected that effectively unfreezes, changes, and refreezes the organization. Strategies involve: top-down change or bottom-up change.• External change agents • Internal change agents

Steps in Action Research - Continued

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Unfreezing

Movement

Refreezing

Lewin’s Change Model

Many OD techniques help managers unfreeze, change, and refreeze attitudes and behaviors

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Step # 4: Evaluating the ActionWhether job satisfaction increased or production time decreased.

Step # 5: Institutionalizing Action ResearchMembers at all levels must be rewarded for their efforts. Tangible rewards refreeze the organization in its new state.

Steps in Action Research

Thank you for your kind attention!

Thank you for your kind attention!

FACILITATORProf. Dr. Mohammad Majid Mahmood Bagram