Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

ORG DEV

No description
by

james platon

on 15 January 2012

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of ORG DEV

S.W.O.T.
Problem
Solution
Marketing
Projections
Competition
Strengths
Weaknesses
Opportunities
Threats
Business
Model
Business Pitch for
NewCo
Define the problem briefly
Describe the solution briefly
List the main stregths
List the main weaknesses
List the top opportunities
List the main threats
Add some details
Add some details
Add some details
How will you get the message out?
List top competitors
Timeline
2013
2011
Launch
Team ready
Break even
Beta out
Definition/s of Organization Development (OD)
Conclusion
Team
!
Introduction to
Organization Development
Burke’s Definition of OD
OD is a planned process of change in an organization’s culture through the utilization of behavioral science technology, research, and theory.
French’s Definition of OD
OD refers to a long-range effort to improve an organization’s problem-solving capabilities and its ability to cope with changes in its external environment with the help of external or internal behavioral-scientist consultants.
Beckhard’s Definition of OD
OD 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
Beer’s Definition of OD
OD is a system-wide process of data collection, diagnosis, action planning, intervention, and evaluation aimed at: (1) enhancing congruence between organizational structure, process, strategy, people, and culture; (2) developing new and creative organizational solutions; and (3) developing the organization’s self-renewing capacity. It occurs through collaboration of organizational members working with a change agent using behavioral science theory, research, and technology.
Organization Development is...
a systemwide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures, and processes that lead to organization effectiveness.
therefore.....

Organization Development (OD) is the process of improving organizations.
the process is carefully planned and implemented to benefit the organization, its employees and its stakeholders
WHY IS ORGANIZATION DEVELOPMENT IMPORTANT?
Profitability
Productivity
morale
quality of work life
Why the concern?
impact achievement of organization goals
because...
Trends...
There is an increasing trend to maximize an organization's investment in its employees
Jobs that previously required physical dexterity now require more mental effort
The work force has also changed.
Employees expect more from a day's work than simply a day's pay
They want challenge, recognition, a sense of accomplishment, worthwhile tasks and meaningful relationships with their managers and co-workers
When these needs are not met?
Performance declines
Today's customers demand ...
quality product or service
rapid product or service delivery
competitive pricing
CUSTOMER SATISFACTION?
Innovative
organizational practices...............OD
PART 1
The Nature of Planned Change
OD Practioner

PART 2
The Process of Organization Development
ENTERING AND CONTRACTING
DIAGNOSING ORGANIZATION
DIAGNOSING GROUPS AND JOBS
COLLECTING DIAGNOSTIC INFORMATION
FEEDING BACK DIAGNOSTIC DATA
DESIGNING OD INTERVENTIONS
LEADING AND MANAGING CHANGE
EVALUATING AND INSTITUTIONALIZING CHANGE
Part III:
Human Process Interventions

Interpersonal & Group
Process Approaches


Organization Process
Approaches
Part IV:
Techno-structural
Interventions

Restructuring
Organizations


Employee
Involvement

Work Design

Part V:
Human Resources
Management Interventions

Performance
Management


Developing Talent

Managing Work-force Diversity
& Wellness

Part VI:
Strategic Interventions


Transformational Change

Continuous Change

Transorganization-al Change
Full transcript