Organization development refers to planned efforts to increase organizational effectiveness through interventions that target structure, technology, and people. These interventions aim to support the organization's vision, mission and values through managed change using behavioral science. Organizational change requires addressing five elements - awareness, desire, knowledge, ability, and reinforcement (ADKAR model). Personal and work examples illustrate how successfully implementing change depends on progressing through each element of the ADKAR model in order.
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Org devchrm
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2. What is an Organization ? 1. Organizations are social entities (including HR) 2. Goal-oriented 3. Designed as deliberately structured with coordinated activity systems 4. Linked to the external environment (Daft, 2004).
3. Structure Technology People Structure, Technology, and People as Targets of Organizational Change Organizational Change
4. External Environment Macroenvironment Competitive Environment Organization Laws and politics Economy Technology Demographics Social values Suppliers New Entrants Substitutes Rivals Buyers
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10. Forces For Change Workforce Competition World Politics Technology Social Trends Economic Shocks Why Must Organizations Change?
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13. Entry Organizational Development Process begins when management senses a problem requiring organizational change Establish Client- Experts Relations Disengage Teams Services Action Research Process Diagnose Need for Change Introduce Change Evaluate/ Stabilize Change
14. Desired Conditions Current Conditions Before Change After Change Force Field Analysis Model During Change Driving Forces Restraining Forces Driving Forces Restraining Forces Driving Forces Restraining Forces
17. Feedback Organizational Development Consultant Provides feedback & diagnosis and discusses with organization interpretation of data for possible refinement
18. Planning Change Management decides what is needed to solve problem/s. Develop plans to implement interventions
19. Major OD Interventions Career planning & Development, Culture change Goal setting, Intergroup relations , Reengineering, Process consultation , Work design, Reward systems , Strategic change, Stress management , Survey design Team building , Training, Leadership development….
20. Evaluation Results are evaluated by the Management to assess the success of OD efforts. Results provide feedback for deciding what to do next.
21. "Change is the window through which the future enters your (Organization’s) life."
28. Talent and Training “ Learning is not compulsory – neither is survival!” W Edward Deming
29. Address the Complete Value Chain Students School Education Primary School Secondary School College Education Students Employment Opportunities Employers Parents, Friends, Society Education would be much more effective if its purpose was to ensure that by the time they leave school every boy and girl should know how much they do not know , and be imbued with a lifelong desire to know it. Sir William Haley