socialisation and od process
TRANSCRIPT
Socialization Process
Process that adapts employees to culture.
New employees become aware of norms.
Employees encounter culture.
Individuals understand power, status, rewards, and sanctions.
1
The Socialization Process
Adjustment to Cultural Norms and Socialization Occurs in 3 Ways
1. Rebellion - rejection of all values and norms.
2. Conformity - acceptance of all values and norms.
3. Creative individualism - acceptance only of pivotal values; rejection of others.
Basic Responses to Socialization
Psychological Contract
Unwritten agreement between individuals and organization.
Open-ended so issues may be renegotiated.
A Model for Change
OD is continuing process with emphasis on viewing organization as total system of interacting and interrelated elements.
Figure 1.5Organization Development’s Five Stages
Five-stage Model for OD Process (part 1 of 5)
Stage one: Anticipating need for change.Someone recognizes need for change.There must be felt need for change.
Five-stage Model for OD Process (part 2 of 5)
Stage two: Developing practitioner-client
relationship.
OD practitioner enters system.
Good first impressions and match
important.
Practitioner establishes trust, open
communication, shared responsibility.
Five-stage Model for OD Process (part 3 of 5)
Stage three: The diagnostic phase.Practitioner and client gather data about
system.Objective is to understand client’s
problems, identify forces causing situation, and select change strategies.
Five-stage Model for OD Process (part 4 of 5)
Stage four: Action plans, strategies, and techniques.Series of interventions, activities, or
programs aimed at increasing effectiveness.
Programs apply OD techniques.
Five-stage Model for OD Process (part 5 of 5)
Stage five: Self-renewal, monitor, and stabilize.As OD program stabilizes, need for
practitioner decreases.Monitor results.Stabilize change.Gradual disengagement of OD
practitioner.