Presented by: Marge Mohoric, Ph.D. Organization Development: An Overview

2 Defined Organization development (OD) is an attempt to influence the members of an organization to take greater responsibility for their own actions. It is an organization-wide effort, managed from the top, to increase organization effectiveness.

3 Typical OD Process Startup, contracting Assessment, diagnosis Feedback to clients Action planning Interventions, implementation, evaluations Managed by internal or external facilitator, consultant

4 OD Profession—Brief History 1940s survey research and feedback 1950s action research 1960s efficiency studies, motivation, quality circles 1970s strategic change, planned change Theorists: Lewin, Likert, Beckhard, Bennis, Levy, Argyris, Schein, Burke, Senge

5 Ways to discuss OD As a profession As a philosophy/paradigm Theories and models Tools and techniques

6 Need for OD Today Organizations experience rapid change, so more need for OD Current OD Topics: change management, appreciative inquiry, coaching, continuous learning, emotional intelligence, large-scale interventions, learning organization, self-managed teams, systems thinking

7 Planned OD Change Strategic OD: Organizational transformation Cultural change Self-designing organizations Strategic management

8 Planned OD Change—cont’d Work from a plan with vision, milestones, measures and celebrations Must involve top management Usually has a champion (facilitator) Best if planned and implemented via teams

9 Some OD Change Models Balanced Scorecard Benchmarking/Total Quality Management Business process reengineering Cultural change Organizational learning Involves changes to organizational structures and processes Establishes core competencies

10 Difference in OD and Org. Behavior Organization behavior is the study and application of knowledge about how people, individuals and groups, act in organizations. OD takes a long-range approach to improving organizational performance and efficiency and focuses on the total system.

11 OD Resources Fifth Discipline, Senge Practicing OD: A Consultant’s Guide, Sullivan Organizational Change and Development, Cummins & Worley OD: its nature, origin and prospects, Bennis OD: behavioral science interventions for organization improvement, French & Bell

12 OD is an applied behavioral science concerned with: (added ) The health of the organization Organizational effectiveness The organization’s capacity to solve problems and capture successes (AI) The organization’s ability to adapt, change, or of self-renewal The organization’s ability to create a high quality of life for its employees

13 Possible OD consultant recommendations (added ) Teambuilding Strategic planning Appreciative Inquiry Alignment of various systems (i.e. performance management, HR, communication, leadership, etc.) Peer Teaching Leadership Coaching Training Curriculum Design/Development

14 OD Success Factors (added ) Systematic processes to AI, identify problems, generate solutions, and implementing those solutions Employee participation Top management involvement Organization must be ready for change

15 OD Stumbling Blocks (added ) Lack of Trust within the organization (between individuals, among groups, up and down the hierarchy) Methods of dealing with conflict Decision-making processes (how and by whom, top down) Ownership of organizational goals Communication patterns (open, candid, feedback) Leadership (styles, behaviors)