1. Organizational Change
Change is the coping process of moving from the present state to a desired state that individuals, groups and organization undertake in response to dynamic internal and external factors.
There are many giant organizations in the country which hold big names like Adamjee Jute Mills, Chittagong Still Mills do not exist any more because they could not cope up with the changes

2. Importance of Organizational Change
Change is important for the management that if the organizations does not bring the changes then it may not survive
One reason that the rate of change is accelerating is that knowledge and technology feed on themselves constantly creating new innovations at exponential rate

3. Factors Cause Change Technology Economic conditions Global competition
Politics
Social and demographical changes
Internal problems

4. Organizational Change and Development
Organizational development is a systematic process of applying behavioral science principles and practices in organizations to increase individual and organizational effectiveness.
The focus is organizations and making them function better that is total system change. The orientation is action achieving results as a result as a result of planned activities

5. The major goals of organizational development programs are:
To improve the functions of individuals, groups and total organization
To teach organization members how to continually improve their own functioning

6. Organization development deals with people problems in organization; where individuals teams and organizations are not realizing their potential OD can improve following situations:
Poor morale
Low productivity
Poor quality
Interpersonal conflicts
Unclear or inappropriate goals
Inappropriate leadership styles
Poor group performance
Inter group conflicts
Inappropriate organizational structure
Poorly designated tasks
Inadequate response to environmental demands
Poor customer relations
Inadequate alignment among the organizational strategy
Integration of structure culture and processes

7. Planned Change
Change means the new state of things ids different from the old state of things
The field of organizational development was established to help leader address and embrace change
To view change as an opportunity rather than a threat
Demand for change comes from external forces such as regulator, competitor, market forces, customers, technology and larger society
Demand for change comes from also comes from internal forces e.g. obsolesce of product and services, new strategic directions, increasing diverse work force

8. Early OD efforts were primarily addressed first order change
making moderate change to the organization people and its process
Change can be deliberate or planned
Magnitude can be large
Can effect many elements
Slow evolutionary
Modifications
Change can be accidental or unplanned
Magnitude can be small
Can effect few elements
Abrupt revolutionary
Complete change
Early OD efforts primarily addressed first order change making moderate adjustment to its people and its processes.
Today the demand to a great extent secondary organizations are reinvented such as fundamental, quantum, reengineered
Second order change can have nature with some modification
incremental first order change

9. OD Distinctive Consulting Method
Fundamental difference between OD and organization improvement program is consultants role and relationship to clients
OD consultants establish a collaborative relationship of relative equality with organization members
They together identify problems and opportunities
OD consultants are co learners and collaborators with members of the organization to discover what are the needs for change and how to achieve those

10. OD Distinctive Consulting Method
The role of OD consultants is to structure activities to help organization members learn to solve their own problems
OD consultant do not give substantive solution to the problem
Rather they create learning solutions in which problems are identified and solutions are developed
OD consultants are experts on organization change and organization dynamics and on structuring learning for problem solving
It is self renewal or organizational learning and continuous self improvement

11. OD as a Process
OD is an identifiable flow of interrelated events moving over time toward some goal or end
OD programs are identifiable flows of interrelated events moving over time toward the goals of organizational improvement and individual development
Major events in the process include sensing
something is wrong and should be corrected;
diagnosing the situation to determine what is happening,
planning and tasking actions to change the problematic conditions
evaluating the effect of the actions,
making necessary adjustments

12. Specifically organization’s culture, processes and structure are key leverage points for determining how well or how poorly the system function
Organizational culture defined as values, assumptions and belief held in common by members that shape how they perceive think and act
Important processes in organizations include communication, problem solving and decision making, resource allocation, conflict resolution, allocation of rewards, human resource practices, strategic management, self renewal or continuous learning
Organizational structure is overall design of organization, grouping of work, power and authority relationship, span of control or any new types of organization such as matrix, virtual and how it interact with the environment
redefined goals
action
Goals
actions

13. Action Research Model
Action research is essentially a mixture of three ingredients (1) highly participative in nature (2) the consultants role of collaborator and co- learner (3) interactive process of diagnosis and action
The action research model consists of
A preliminary diagnosis
Data gathering from the client group
Data feed back to the client group
Exploration of the data by the client group
Action planning by the client group
Action taking by the client group
Evaluation and assessment of the results of client’s actions.
Action research yields both change and new knowledge. Change occurs based on the action taken and new knowledge from results of the actions.

14. OD as a Consulting Method
OD consultants are experts on organizational change and organizational dynamics and organizational learning situations for problem solving and decision making
This process is called as self renewal or organizational learning means teaching clients key skills and knowledge require for continuous improvements
The role of OD consultants to help organization members learn to solve their own problems and learnt to do it better over time.

15. Early OD efforts primarily addressed first order change making moderate adjustment to its people and its processes.
Today the demand to a great extent secondary organizations are reinvented such as fundamental, quantum, reengineered
Second order change can have nature with some modification incremental first order change