Organizational Development and Reinventing the Organization

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Chapter 1
Organization Development and
Reinventing the Organization

An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 1

Learning Objectives
• Define OD and recognize need for
change.

• Describe culture and understand its
impact.

• Understand the psychological contract.
• Describe five stages of OD.
An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 2

Challenges for Organizations





Change avalanching down on us.
Tomorrow’s world different from today’s.
Organizations need to adapt to change.
Organizations in continuous interaction
with external forces.

An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 3

Figure 1.1
The Organizational Environment

An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 4

What Is OD?
• Long-range efforts and programs.
• Aimed at improving organization’s ability
to survive.
• OD changes problem-solving and
renewal processes.

An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 5

OD Is:







Planned.
Organization wide.
Managed from top.
Increases organization effectiveness.
Planned interventions.
Uses behavioral science knowledge.
An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 6

The Characteristics of OD







Planned change.
Collaborative approach.
Improve performance.
Humanistic values.
Systems approach.
Scientific approaches.
An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 7

Table 1.1
Major Characteristics of the Field of OD

An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 8

Why OD?
Most cited reasons for beginning change
program:
• The level of competition.
• Survival.
• Improved performance.

An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 9

Primary Goals of
Change Programs
• Change the corporate culture.
• Become more adaptive.
• Increase competitiveness.

An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 10

Factors Leading to
Emergence of OD
• Need for new organizational forms.
• Focus on cultural change.
• Increase in social awareness.

An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 11

The Only Constant Is Change







Change is a moving target.
Today's managers need new mind-set.
Flexibility.
Speed.
Innovation.
Constantly changing conditions.
An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 12

Successful Firms
Share These Traits






Faster.
Quality conscious.
Employee involvement.
Customer oriented.
Smaller.

An Experiential Approach to Organization Development 8 th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

Chapter 1
Slide 13

Figure 1.2
Changing Organization of Twenty-First Century

An Experiential Approach to...
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