078410004

ORGANIZATIONAL CHANGE
AND

INTERVENTION STRATEGY

VALUES
No doubt worldly education helps to provide comfort and joy in the objective world, but it does not at all contribute inner bliss. Only the five human values of truth, peace, love, nonviolence and righteousness can confer inner bliss. A person who cultivates these five human values will always be happy. Learn everything you can, anytime you can, from anyone you can there will always come a time when you will be greatful you did.

ORGANIZATION DEVELOPMENT
Organization Development is a planned effort initiated by process specialist(s) to help an organization develop its diagnostic skills, coping capabilities, linkage strategies ( in the form of temporary and semi-permanent systems), and a culture of mutuality. Organization Development (OD) has been widely used as an approach to introducing planned change in organizations.

DIMENSIONS OF ORGANIZATION DEVELOPMENT

1. Planned Efforts : OD is a planned effort and therefore requires a great deal of thinking and planning. 2. Diagnostic skills : The emphasis in OD is on planning change on the basis of data. Data is collected over a period of time about several aspects of the organization and its problems as part of this efforts. OD tries to develop the organizations capacity to diagnose its problems. It also tries to to develop skills in the organization so that it can diagnose its own problems in the course of its regular functioning.

Dimensions of O.D. (Contd..)

3. Coping Capabilities : The main thrust in OD is on the organizations problemssolving abilities. The organization is thus helped to develop its ability to confront and cope with problems its faces, but OD does not stop here. 4. Linkage strategies : OD emphasizes the building of links between individual goals and organizational goals, between individuals who work in the various roles, and between groups that function in organization. Problems in the organization can be resolved through collaborative effort. This is done, among other ways, by setting up temporary systems such as task forces and by making structural changes that ensure continuing collaboration.

DIMENSIONS OF OD (Contd)
5. Culture and Mutuality :
OD is based on certain values that are important for the development of organization as open and proactive systems. It fosters a set of specific values ie., openness, confrontation, trust, authenticity, proactive, autonomy, collaboration, and experimentation(OCTOPACE). Openness implies confronting problems rather than avoiding them. Confrontation means exploring ways of improving relationships among individuals and searching for solutions to the problems. Trust is both the result of these values and an aid to generating mutuality in the organization. Authenticity is the value underlying trust it is the willingness of a person to acknowledge his or her own feelings and accept both himself or herself and others. This value is important for the development of culture of mutuality.

OPERATIONAL GOALS OF O D
A systematic view of the organization would imply understanding the various dynamics of the organization; its interface with the environment; the stable systems in the organization; interteams, that is, the collaborative working relationships among various groups in the organization; teams, that is, groups of which the organization consists; interpersons, that is, the relationship among the various members of a team; and finally, the most important, the individuals who work in the organization.

OPERATIONAL GOALS (Contd)

Person :
The individual is the central entity in O.d. Although the goal of OD is to produce change in the organization, the individual working in the organization is the most important vehicle of change and hence the best target. The development self-awareness and self-acceptance is the main goal in working with the individuals in an organization. OD helps individuals develop the skills of planning so that goals can be divided into smaller, achievable units. OD thus attempts to develop the skills, knowledge, and ability of individuals.

OPERATIONAL GOALS OF OD
Interperson :
The individuals competence depends on his or her interpersonal effectiveness. OD tries to open up communication among the various people working in the organization with a view to increasing their interpersonal competence. Teams : By developing teams, OD tries to work on establishing continuous improvement mechanisms in the organization. Inter Teams : OD aims at developing the ability of teams to manage conflicts and developing collaboration among them in order to further the attainment of individual and organizational goals.

OPERATIONAL GOALS OF OD
Interface with Environment :
OD deals with the organizations ability to transact with the environment through both adaptive as well as proactive behaviours. Adaptation is not the same as adjustment. The changing environment may demand certain changes within the organization so that it can continue an effective transaction with the environment.