OD notes

Institute of Science, Poona’s INSTITUTE OF BUSINESS MANAGEMENT & RESEARCH

Wakad, Pune-411 057  ASSIGNMENT ON ORGANISATION DEVELOPMENT 

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M.B.A. SEM-III (July-2011) U.C. No. 307-E ------------------------------------------------------------------------------------------There are 5 sections in this assignment. Stud Studen ents ts are are requ requir ired ed to sol solve ve any any one one que quest stio ion n fro from m each each sect sectio ion. n. This This ass assig ignm nmen entt is als also o requ requir ired ed for for wri writt tten en int inter erna nall exam examin inat atio ion. n. Hen Hence ce,, plea please se do do not write anything on the question bank as students are supposed to bring it at the time of examination. Pleas leasee sub subm mit the assi assign gnm ment ent in in spi spira rall bin bindi ding ng.. Gene Genera rall lly y, eac each h que quest stio ion n bel below ow carr carrie iess wei weigh ghta tage ge of 14 mark marks. s. ------------------------------------------------------------------------------------------SECTION – I

1. 2. 3. 4.

Define Define OD. OD. State State the the charact characterist eristics ics of of OD. OD. What are are the objective objectivess of OD? State State the Merits Merits & Demeri Demerits ts of OD What are are different different models models of Change Change Managem Management? ent? Discuss Discuss any any one model model in detai detail. l. What is Diagnosis in in OD? Explain the importance of correct Diagnosis in the success success of OD 5. What is Total Total Qualit Quality y Managemen Management? t? Explain Explain the princi principles ples of TQM. TQM. SECTION – II

1. Explain Explain the various various states states of Team develop development ment and discus discusss the importance importance of  effective Team. 2. What are are Values, Values, Beliefs Beliefs and Assum Assumption ption in in OD? Explain Explain in detail detail.. 3. What is organiza organizationa tionall power and politie polities? s? Discuss Discuss its impact impact of OD. 4. "An OD Consult Consultant ant has to have have a very good good knowledge knowledge of OB" OB" State whethe whetherr you agree/disagree with the above statement giving reasons for your answer. 5. OD seeks seeks to change 4 processe processes. s. Name and and briefly briefly describe describe each proces process. s. Illustrate with an example. SECTION – III

1. You have have been asked asked to explain explain your your role as an an HR Manager Manager using using the Role Analysis Technique. Explain in detail the steps you would follow. 2. Explain Explain the use of the the 6 Box Model Model as a tool for diagno diagnosing sing a Company Company's 's  problems. 3. What What do you you mean mean by OD OD interv intervent ention ion??

4. How will you evaluate the Quality of Work Life Programme? 5. What is process consultation? What are the assumptions of process consultation?

1. 2. 3. 4. 5.

SECTION – IV Discuss the steps involved in process consultation. Explain in brief the concept of Total Quality Management. What are structural interventions? How are the linked to Organizational Development? The future of OD depends upon a number of interrelated conditions, explain. What are the various types of OD interventions? SECTION – V

Short Notes a. Kurt Lewin's Model of Change  b. Work Redesign c. Action Research d. Six Box Model e. Quality of Work Life f. Role of OD Consultant g. Reengineering h. Interventions i. Gestalt approach j. Systems theory k. Organizational Ice Berg Model l. Parallel learning structure m. 7’s Framework   n. Work redesign o. Future of OD p. TQM q. Force field analysis r. Ethical issues in OD consulting s. Concept of OD t. Team work  

Q.No.1

Define OD. State the characteristics of OD.

Ans:OD is a set of behavioral science-based on theories, values strategies and techniques aimed at the planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance through the alteration of organizational members on the job behaviors OD can be defined as a planned and sustained effort to apply behavioral science for system improvement using reflexive, self-analytic methods. OD is a systematic application of behavioral science knowledge to the  planned development and reinforcement of organizational strategies, structure and  processes for improving an organization’s effectiveness. OD is a planned process of change in an organization’s culture through the utilization of behavioral science technologies, research and theory.

Collectively these difinitions convey a sense of what organization de velopment is and does. They describe in broad outline the nature and methods of OD There is no set definition of OD and no agreement on the boundaries of the field that is what practices should be included and excluded. But these are not serious constraints given that the field is still evolving and  practitioners share a central core of understanding. OD is a long term effort led and supported by top management to improve an organizations visioning empowerment, learning and problem solving p rocesses, through an ongoing collaborative management of organization culture with special emphasis on the culture of intact work teams and other team configurations using the consultant facilitator role and the theory

6. What are the objectives of OD? State the Merits & Demerits of OD Ans:Organization development is the process through which an organization develops the internal capacity to most efficiently and effectively provide its mission work and to sustain itself over the long term. This definition highlights the explicit connection between organizational development work and the achievement of organizational mission. This connection is the rationale for d oing OD work. Organization development, according to Richard Beckhard, is defined as: a planned effort, organization-wide, managed from the top, to increase organization effectiveness and health, through planned interventions in the organization's 'processes', using behavioural science knowledge.[1] According to Warren Bennis, organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges. Warner Burke emphasizes that OD is not just "anything done to better an organization"; it is a  particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis. The term "Organization Development" is often used interchangeably with Organizational effectiveness, especially when used as the name of a department or a part of the Human Resources function within an organization. Organization Development (OD) is a complex strategy intended to change the beliefs, attitudes, values, culture and structure of organizations so that they can better adapt to new technologies, markets, and challenges. Organizational Development methods are employed to improve Organizational Effectiveness (OE). Performance improvement is a key reason for implementing organizational development tools and methods. Or in simple terms a systematic approach which enables a company to implement improvements in a consistent way. The key to an effective implementation to to know where you are before you start – that is what the RapidBI Business Improvement Review (BIR) is there to do. What is Organization Development?

The are many definitions for organizational development or organizational effectiveness. To set the scene here are a few well know definitions: Organization development is a system-wide application of behavioural science knowledge to the  planned development and reinforcement of organizational strategies, structures, and processes for improving an organization’s effectiveness. (Cummings and Worley, “Organization Development and Change”, Sixth Edition, South-Western Publishing, 1997, p.2.)

Organization development, according to Richard Beckhard, is defined as: 1. A planned effort… 2. organization-wide… 3. managed from the top… 4. to increase organization effectiveness and health… 5. through planned interventions in the organization’s ‘processes’, using behavioural science knowledge. According to Warren Bennis, organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges. Warner Burke emphasizes that OD is not just “anything done to better an organization”; it is a  particular kind of change process designed to bring about a particular kind of end result. OD involves organizational reflection, system improvement, planning, and self-analysis. In other words is it is the planned change to a company to enable growth (or change) in an effective way