OD
CHARACTERISTICS/COMPETENCIES
1.
OD focuses on development of organizational culture.
2.
OD focuses on overall development of organization as well as individuals.
3.
It relies heavily on action research.
4.
It deals with improvement of on going processes.
5.
OD focuses on total system change and views organization as complex social
system.
6.
Delegation of authority, empowerment, and quality of work life are the hallmark
of OD programme.
7.
OD practitioners are facilitators and collaborators. Their assistance in
identification of problem areas, arriving at a solution, implementation and
feedback if necessary. Their services are valuable .
8.
OD is characterized by study and development of culture that is supportive of
work ethics. People with diverse value system, culture, and interests should be
able to work effectively under one roof and achieve cordial relationship with
fellow employees. It should be able to achieve organizational effectiveness.
9.
Organizational development is a joint responsibility of owners, employees,
investors, society, government agencies and consumers. It must be understood
that the organizations exist for all of them.
Implications:
1.For
Individuals
a)Most
individuals believe in their personal growth. Even today, training and
development, promotion to the next higher position dominates the organization
philosophy.
b)Majority
of the people are desirous of making greater contributions to the organizations
they are serving. Achievements of organizational goals are however, subject to
limitations or environmental constraints. It is for the organizations to tap
the skills that are available in abundance.
This
leads to adopt the following organization strategy for development:
•Ask
questions to resolve doubts.
•Listen
to superior’s advice.
•Support
employees in their venture.
•Accept
challenge.
•Leaders
to encourage creativity and promote risk taking.
•Give
additional responsibility to subordinates.
•Set
high standards of quality.
•Empower
employees.
•Initiate
suitable reward system that should be compatible, if
not more than the industry
norms.
2.
For Groups
a)One
of the most important factors in the organization is the ‘work group’ around
whom the organization functions. This includes the peer group and the leader
(boss)
b)More
people prefer to be part of the group because the group accepts them.
c)Most
people are capable of making higher contributions to the group’s effectiveness.
Following
strategy is required to be adopted for group development based on the above
assumptions:
a)Invest
in training and development of the group. Money and time spent on this is an investment for the organization. Leaders
should also invest in development of skills and thus help create a position
organizational climate.
b)Let
the team flourish. Teams are the best approach to get the work done. Apart from
the above teams enjoy emotional and job satisfaction when they work in groups.
c)Leaders
should adopt team leadership style and not autocratic leadership style. To do
this, jobs should be allotted to the team and not to the individual.
Following
strategy is required to be adopted for group development based on the above
assumptions:
a)Invest
in training and development of the group. Money and time spent on this is an investment for the organization. Leaders
should also invest in development of skills and thus help create a position
organizational climate
b)Let
the team flourish. Teams are the best approach to get the work done. Apart from
the above teams enjoy emotional and job satisfaction when they work in groups.
c)Leaders
should adopt team leadership style and not autocratic leadership style. To do
this, jobs should be allotted to the team and not to the individual.
3.
For Organizations
a)Create
learning organization culture.
b)Adopt
win-win strategy for sustained growth.
c)Create
cooperative dynamics rather than competitive organizational dynamics in the
organization.
d)Needs
and aspirations of the employees in the organization must be met. This leads to
greater participation of the employees. Organizations should adopt
developmental outlook and seek opportunities in which people can experience personal and professional growth. Such
orientation creates a self-fulfilling prophecy.
f)People
must be treated with due respect and considered important. The credit of
success must be given to the employees unconditioned.
g)Promote
organizational citizenship.
4.
It is possible to create organizations that are humane, democratic and
empowering on one hand and high performing in terms of productivity, quality of
output, profitability, and growth on the other. It is the responsibility of
every entrepreneur to ensure that the needs of the society are met.
Levels of OD Interventions
Individual —
Education,
Training
for improving knowledge,
Skills
and Attitudes,
Coaching
and Counseling
Sensitivity
Training (T-Group Training)
Dyads/Triads
—
Interviews (for problem diagnosis, action planning)
Process
Consultation (for interpersonal relations, Communication) and
Conflict resolution.
Group/Team —
Team Building
Improving
communications
Survey
feedback
Conflict
Resolution
Organization
—
MBO, QWL, TQM, Strategic Planning,
Change
(Values and beliefs, cultures etc.)
