Module 6:

Organizational Development
Eliezl Montemayor
 Organizational Development
Scope

ROLES AND ORGANIZATIONAL COMPONENTS PRINCIPLES

SIGNIFICANCE DEVELOPMENT PROCESS AND VALUES
What is Organizational Development?
 What is Organizational Development?

• critical and science-based process that helps organizations

build their capacity to change and achieve greater
effectiveness by developing, improving, and reinforcing
strategies, structures, and processes
What is Organizational Development?

Critical and science-based process - OD is an evidence-based and

structured process

Build capacity to change and achieve greater effectiveness - OD is

aimed at organizational effectiveness

Developing, improving, and reinforcing strategies, structures, and

processes - OD applies to changes in strategy, structure, and/or processes
Roles

• Identifies areas that need

change Roles and
• Promotes and manages Significance
growth
• Helps product innovation
• Analyzes work processes
Significance

• Continuous development
• Increased horizontal and vertical
communication Roles and
• Employee growth
• Enhancement of products and
Significance
services
• Increased profit margins and
business success
Organizational
Development
Process
Organizational Development Process

1. Entering and Contracting - scoping out the problem

- understanding the overall view of the

situation to find the real problem
- finding the root cause of the issues
2. Diagnostics - According to Cummings & Worley (2009),
effective diagnosis provides the systematic
knowledge of the organization needed to
design appropriate interventions
Organizational Development Process

- Data collection methods include existing data from

work systems, questionnaires, interviews,
observations, among others
- Possible questions:
(i) What specific job conditions contribute most to
3. Data collection and analysis their job effectiveness?
(ii) What kind of conditions interferes with their job
effectiveness?
(iii) What changes would they like to make in the
working of the organization?
Organizational Development Process

- give information back in a way that’s

4. Feedback understandable and action-driven

- suggest strategy for change

5. Designing interventions - intervention should fit the needs of the

organization and should be based on causal
knowledge of outcomes
Organizational Development Process

- executing the change intervention

6. Leading and managing - Effective change management revolves
around motivating change, creating a vision,
change developing support, managing the transition,
and sustaining momentum.
Organizational Development Process

- need for careful monitoring to get precise

feedback regarding what is going on after the
7. Evaluation and OD program starts
institutionalization of change - this will help in making suitable modifications
whenever necessary
 Organizational Development Process:
Action Research Model
- an organizational change process that is based on a research model
specifically one that contributes towards the betterment of the
sponsoring organization and contributes to the advancement of
knowledge of organizations in general
- provides a scientific methodology for managing planned change
 Organizational Development Process:
Action Research Model
Diagnosis - gathering of information

Analysis - consistency and patterns of problems are studied

Feedback - developing action plans

Action - carry out the specific actions to correct the problems

Evaluation - agent evaluates the effectiveness of the action plans

 Three-stage model
Dr. Kurt Lewin
• Referred to as the father of organizational development
• A leader in change management, was a German-
American social psychologist who practiced in the early
20th century
• One of the first people to research organizational
development and group dynamics, and he developed his
three-stage model to evaluate two areas:
- Change process of corporate environments
- How the status-quo affects organizational changes
• Proposed that the behavior of an individual in response
to changes is a function of group behavior
 Lewin’s
Three-stage
model
 Three-stage model:
Unfreezing
During the first stage, Lewin identifies human behavior (as it pertains to
change) as a “quasi-stationary equilibrium state.”
Actions in this stage include:
• Determining what aspects need to change
• Ensuring support from the management
• Creating a need for change
 Three-stage model:
Change
Once the status-quo has been “unfrozen,” it’s time to start implementing
the changes.
In this stage, the company should:
• Communicate clearly throughout the organization about the planned
changes, their benefits and who will get affected
• Empower and promote actions that inspire change
• Involve everyone as much as you can
 Three-stage model:
Refreezing
The final step is about sustaining the changes you implemented. The goal
for everyone involved is to consider this as the new status quo so that they
no longer resist the forces of change.
During this stage, the company should:
• Tie new changes into the company culture by identifying the change
supports and barriers
• Promote and develop practices to sustain the changes over the long-
term
 - Long-term effort
- Led and supported by top management
- Visioning process
Components of - Empowerment process
- Learning process
Organizational - Problem-solving process
Development - By ongoing collaborative management
- Liberation management
Process - Using the consultant-facilitators role
- Action research
- By intact work teams and other configurations
Principles and Values
The four principles of organization development (OD) are as follows:
- Value-based
• Collaboration - Builds collaborative relationships between the
practitioners and the client while encouraging collaboration throughout
the client system
• Self-awareness - practitioners engage in personal and professional
development through lifeline learning
- Systems-focused - approaches communities and organizations as open systems
- Action Research - Continuously reexamines, reflects, and integrates discoveries
throughout the process of change in order to achieve desired outcomes
- Informed by data - involves proactive inquiry and assessment of the internal
environment
Principles and Values
The key organizational development values are:
- Respect for people
- Trust and support
- Power equalization
- Confrontation
- Participation