2. Definition
OD is a long term effort, led and supported by top
management to improve an organisation’s
visioning, empowerment, learning and problem
solving
processes,
through
an
ongoing
collaborative management of organisation
culture-with special emphasis on the culture of
intact work teams and other team configurationsusing the consultant facilitator role and the theory
and technology of applied behavioural science,
including action research.
3. FOCUS OF OD
ï‚— Organisational transformation
ï‚— Learning organisation
ï‚— Interest in teams
ï‚— Interest in TQM
ï‚— Visioning
4. ASSUMPTIONS
ï‚— About individuals
ï‚— Individuals have drive for personal
growth
ï‚— People desire to make greater
contributions towards achieving
organisational goals
5. About groups
ï‚— Psychologically relevant group is work
group
ï‚— People want to be accepted at least in
one group
ï‚— Most people are capable of making
greater contributions towards group
development
ï‚— Formal leader cannot perform all
leadership functions
ï‚— Suppressed feelings are dangerous
ï‚— Attitudinal problems require
6. About Organisations
ï‚— Experimenting with new organisation
structures and forms of authority is
imperative
ï‚— There exists a win-lose situation in
organisations
ï‚— Needs and aspirations of human beings
are reasons for organised efforts in
society
7. Foundations of OD
ï‚— Models and theories of planned change
ï‚— Systems theory
ï‚— Participation and empowerment
ï‚— Teams and teamwork
ï‚— Parallel learning structures
ï‚— A normative re-educative strategy of changing
ï‚— Applied behavioural science
ï‚— Action research
Study: BURKE—LITWIN model of change
8. Components of OD Process
ï‚— Diagnosis: of strengths, opportunities,
problems
ï‚— Actions/interventions
ï‚— Evaluation of actions
 Problem solved –terminate action
problem not solved- initiate new actions
problem not solved- redefine problem
problem solved , new problem developsnew actions
9. OD INTERVENTIONS
A sequence of planned activities, actions,
and events intended to help an
organization improve its performance and
effectiveness
10. How does OD intervention fit into
the OD process?
Interventions purposely
disrupt the status quo.
17. ï‚— Family group diagnostic meeting.
ï‚— Family group team building meeting
ï‚— Role analysis technique
ï‚— Role negotiation technique.
ï‚— Responsibility charting
ï‚— Force field analysis technique
18. Role analysis technique
-By Ishwar Dayal and JM Thompson
1. Focal role initiated
2. Expectations of others
3. Expectations from the focal role