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    Organizational Development:: Definition, Characteristics, Underlying Assumptions and Values of Od

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    Anshul Sirohi
    This document defines organizational development and outlines its key characteristics and underlying assumptions. Organizational development is defined as a planned, organization-wide effort managed from the top to increase effectiveness through behavioral science interventions. It aims to develop organizations into learning systems with multiethnic cultures and a focus on humanistic values. Organizational development relies on scientific approaches and collaborative change involving learning principles and joint responsibility. The approach assumes people desire growth and can contribute greatly in groups, and that creating win-win situations within empowering systems is essential for addressing organizational problems.

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    Organizational Development:: Definition, Characteristics, Underlying Assumptions and Values of Od

    Uploaded by

    Anshul Sirohi
    1K views11 pages
    This document defines organizational development and outlines its key characteristics and underlying assumptions. Organizational development is defined as a planned, organization-wide effort managed from the top to increase effectiveness through behavioral science interventions. It aims to develop organizations into learning systems with multiethnic cultures and a focus on humanistic values. Organizational development relies on scientific approaches and collaborative change involving learning principles and joint responsibility. The approach assumes people desire growth and can contribute greatly in groups, and that creating win-win situations within empowering systems is essential for addressing organizational problems.

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    Organizational Development

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    This document defines organizational development and outlines its key characteristics and underlying assumptions. Organizational development is defined as a planned, organization-wide effort managed from the top to increase effectiveness through behavioral science interventions. It aims to develop organizations into learning systems with multiethnic cultures and a focus on humanistic values. Organizational development relies on scientific approaches and collaborative change involving learning principles and joint responsibility. The approach assumes people desire growth and can contribute greatly in groups, and that creating win-win situations within empowering systems is essential for addressing organizational problems.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    1K views11 pages

    Organizational Development:: Definition, Characteristics, Underlying Assumptions and Values of Od

    Uploaded by

    Anshul Sirohi
    This document defines organizational development and outlines its key characteristics and underlying assumptions. Organizational development is defined as a planned, organization-wide effort managed from the top to increase effectiveness through behavioral science interventions. It aims to develop organizations into learning systems with multiethnic cultures and a focus on humanistic values. Organizational development relies on scientific approaches and collaborative change involving learning principles and joint responsibility. The approach assumes people desire growth and can contribute greatly in groups, and that creating win-win situations within empowering systems is essential for addressing organizational problems.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 11
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    The key takeaways are that organizational development aims to increase organizational effectiveness through planned interventions using behavioral science knowledge. It is a system-wide effort planned from the top.

    Organizational development is a planned strategy to bring about organizational change through a collaborative approach. It focuses on improving performance through enhancing congruence between organizational processes, strategy, and culture while developing creative solutions and self-renewing capacity.

    The assumptions are that most people have a drive for personal growth and development, and are capable of making higher level contributions to organizational goals.

    ORGANIZATIONAL

    DEVELOPMENT:
    DEFINITION, CHARACTERISTICS, UNDERLYING
    ASSUMPTIONS AND VALUES OF OD
    Definitions of OD
     An Old Standard Definition of OD
     “Organization Development is an effort 1)planned,
    2)organization-wide, and 3)managed from the top,
    to 4)increase organization effectiveness and health
    through 5)planned interventions in the
    organization's 'processes,' using behavioral-science
    knowledge.” (Beckhard, R. 1969).
    Definitions of OD
     OD is a system wide application of
    behavioral science knowledge to the
    planned development and re-enforcement
    of organizational strategies, structures,
    and processes for improving an
    organization’s effectiveness
    (Cummings and Worley, 1993).
    Salient Features
    From the above definitions following points emerge:
    (a) OD is a field of applied behavior science technologies.
    (b) It is related to planned change.
    (c) The study of OD is concerned with the total organizational systems and processes.
    (d) OD is related to achieving congruence among organizational components like
    structure,
    culture and processes.
    (e) OD is a long-term strategy intended to change beliefs, attitudes, values and
    organizational
    structures.
    (f) The study of OD is aimed at developing overall organization with particular reference
    to development of organizations renewing capacity.
    (g) It involves initiating actions so that organization’s are transformed into Learning
    Organizations.
    Characteristics of OD
     OD is a planned strategy to bring about organizational
    change
     OD always involves a collaborative approach to
    change
     OD programs include an emphasis on ways to
    improve and enhance performance
     Enhancing congruence between organizational processes,
    strategy, people and culture
     Developing new and creative organization solutions
     Developing the organization’s self renewing capacity
    Characteristics of OD
     OD relies on a set of humanistic values about
    people and organizations
     OD represents a system approach
     OD is based upon scientific approaches to increase
    Organizational effectiveness
    Multiethnic culture.

    Involves learning principles. Joint responsibility.

    Focus on human.
    Assumptions of OD
     Assumption about people as individuals:
     Most people have drive towards personal growth and
    development
     Most people are capable of making higher level of
    contribution to organization goals
     Assumption about people in Groups and about
    Leadership
     The most psychologically relevant reference group for most
    people is the work group
     Most people wish to be accepted with at least one small
    refernece group
    Assumptions of OD
     Group members must assist each other with effective
    leadership and member behavior
     Suppressed feeling and attitudes adversely affect the
    problem solving, personal growth and job satisfaction
     Level of interpersonal trust, support, and cooperation
    is much lower is most groups and organizations than is
    either desirable or necessary
     Solutions to most attitudinal and motivational
    problems in organizations is transactional
    Assumptions of OD
     Assumption about people in Organizational
    Systems
     The interplay of dynamics of work team has a
    powerful impact on the attitudes and behavior of
    people
     Win-lose conflict strategies are not optional in the long
    run to the solution of most organizational problems
    “WIN-WIN Situation creation is essential”
    "An empowered organization is one in which individuals have the knowledge,
    skill, desire, and opportunity to personally succeed in a way that leads to
    collective organizational success."
    12/07/21
    --Stephen Covey

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