MEANING AND DIFINATION OF OD

Organisation

development is a body of knowledge and practice that enhance organizational performance and individual development. It views the organisation as a complex system of systems that exist within a larger system, each of which has its own quality, responsibility and degree of alignment.

MODEL AND THEORIES PLANED CHANGE

The development of models and theories of planed

change facilitated the development of OD. These theories describe the different stages through which planned change may be effected in organisation and explain the temporal process of applying OD methods to help organisation members in managing change.

ACCORDING TO KURT LEWINs

Three stage model theory Unfreezing:- Reducing the forces for status quo. Moving:- Developing new attitudes, value and behaviours. Refreezing:- Reinforcing new values, attitudes and behaviours.
Unfreezing

Changing

Refreezing

SYSTEM THEORY
A system is a set of interrelated but separate parts

working towards a common purpose. The arrangement of element must be orderly and there must be proper communication facilitating interaction between the elements and finally this interaction should lead to achieve a common goal. System can be open system where the operation of a system is dependent on the outside environment for survival or a closed system which is operated without interaction from the outside environment.

NATURE OF SYSTEMS
Systems approach helps and interrelated nature of organisations to plan for actions and anticipate consequence and mutual effects. It helps the general manager to maintain balance among various subsystems and the organisation.

 Inputs: A system has flows of information,

materials and energy. These entre the system from the environment as inputs. Outputs: Outputs are the final products after the transformation process. It varies with the enterprises. External Environment: It includes the analysis of the strength and weakness prevailing in the environment. Effective managers should regularly scan the external environment.

PARTICIPATION AND EMPOWERMENT

Participation in OD programmes is not restricted

to elites or top peoples it is broadly throughout the organisation. Increased participation and empowerment have always been central goals and fundamental values of OD. Participation is the most foundational of ODs democratic value. Participation require trust, listening to the workers and giving feedback. The novel concept here is to treat people like human.

TEAMS AND TEAMWORK

A team is a corporative group whose members interact

with each other words the accomplishment of specified objective. In the 21st century as people are becoming more sophisticated and society is becoming more technical advanced working as a team makes it easier to accomplish goals. According to Katzenbash and Smith, Team is defined as a small number of people with complementary skill who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable.

TYPES OF TEAMS
Problem Solving Teams
Self-Managed Teams Cross-Functional Teams Virtual Teams

STRATEGIES OF CHANGE
Organisation development involves change, and it

rests on a particular strategy for change. Chin and Benne have described three types of strategies to implement change. Empirical-Rational Strategies Normative Re-Educative Strategies Power Coercive Strategies

INTER-DISCIPLINARY ACTION RESEARCH

Action

research is a cornerstones of organisational development, underlying both the theory and practice of the field. Action research can be defined as a process of systematically collecting research data about an ongoing system relative to same objective or need of the system, feeding these data back into the system, taking actions by altering selected variable within the system based on both the data and hypotheses and evaluating the result of action by collecting more data.

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