organizational development & structure
TRANSCRIPT
Organizational Development&
Organizational Structure
RAHUL BABAR
Organizational Development
Organization development (OD) is a deliberately planned, organization-wide effort to increase
an organization's effectiveness and/or efficiency and/or to enable the organization to
achieve its strategic goals.
Characteristics of ODPlanned Change
Comprehensive ChangeEmphasis upon workgroups
Long-range changeParticipation of change agentEmphasis on interventionCollaborative managementOrganizational culture
Action research
Objectives of OD1. To increase the level of inter-personal trust among
employees.2. To increase employees level of satisfaction and
commitment.3. To confront problems instead of neglecting them.4. To effectively manage conflict.5. To increase cooperation and collaboration among the
employees.6. To increase the organization's problem solving.7. To put in place processes that will help improve the
ongoing operation of the organization on a continuous basis.
Process of OD
Problem Identification & diagnosis
Planning strategy for Change
Intervening in the system
Evaluation
OD Intervention Techniques
A Set of sequenced, planned actions or events intended to help an organization to increase its
effectiveness.
Grid TrainingSensitivity Training
Factors that impact the success of OD interventions
Readiness to change Capability to change
Cultural context Capability of OD Consultant
Sensitivity Training or T-Group training
It provides the employees with increased awareness of their own behaviour and how
others perceive them, greater sensitivity to the behaviour of others, and increased understanding of group awareness.
Grid Training
A multistep process designed to cultivate concern for people and concern for task
completion
Based on Blake & Mouton managerial grid concept.
Grid Training
Organizational Structure
It is a framework within which an organization arranges it’s lines of authorities and
communications and allocates rights and duties
Why do we need Organizational Structure?
All organizations have a management structure that determines the relationships b/w
functions and positions and subdivides and delegates roles, responsibilities and authority
to carry out defined tasks.
Line Organisational Structure
A line organisation has only direct, verticalrelationships between different levels in the
firm.
Advantages:1. Tends to simplify and clarify authority,
responsibility and accountability relationships2. Promotes fast decision making
3. Simple to understand
Disadvantages:1. Neglects specialists in planning
2. Overloads key persons.
Line & Staff Structure
Most large organisations belong to this type of organisational structure. These organisations have direct, vertical relationships between
different levels and also specialists responsible for advising and assisting line managers. Such
organisations have both line and staff departments.
Advantages:1. Committee decisions are better than individual decisions2. Better interaction between committee members leads
to better co-ordination of activities3. Committee members can be motivated to participate in
group decision making.4. Group discussion may lead to creative thinking.
Disadvantages:1. Committees may delay decisions, consume more time
and hence more expensive.2. Group action may lead to compromise and indecision.
3. ‘Buck passing’ may result.
Functional Organizational StructureAn organisation where staff departments have authority over line personnel in narrow areas of specialization is
known as functional authority organisation
Divisional Organisational Structure
In this type of structure, the organisation can have different basis on which departments are
formed.(i) Function,(ii) Product,(iii) Geographic territory,(iv) Project and(iv) Combination approach.
Matrix Organisational Structure
It is a permanent organisation designed to achieve specific results by using teams of specialists from different functional areas in the organisation.
Advantages:1. Decentralised decision making.
2. Strong product/project co-ordination.3. Improved environmental monitoring.
4. Fast response to change.5. Flexible use of resources.
6. Efficient use of support systems.
Disadvantages:1. High administration cost.
2. Potential confusion over authority and responsibility.3. High prospects of conflict.
4. Overemphasis on group decision making.5. Excessive focus on internal relations.
Hybrid Organisational Structure
Advantages
1. Alignment of corporate and divisional goals.
2. Functional expertise and efficiency.
3. Adaptability and flexibility in divisions.
Disadvantages
1. Conflicts between corporate departments and units.
2. Excessive administration overhead.
3. Slow response to exceptional situations.
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