Organizational Development
Summary
TLDRThe video script provides an overview of organizational development (OD), highlighting it as a planned, ongoing process aimed at improving an organization's problem-solving abilities and achieving objectives. The first step is diagnosing problems, such as conflicts, low productivity, or high turnover, often addressed by a change agent. Various diagnostic methods, including observations and interviews, lead to solutions through OD techniques like training, performance appraisal, survey feedback, and team-building. Training focuses on developing necessary skills for current and future roles, particularly for both managerial and non-managerial employees.
Takeaways
- 🎯 Organizational development is a planned process for improving an organization's effectiveness.
- 🚨 The first step in organizational development is diagnosing problems like conflicts, low productivity, and high absenteeism.
- 🛠️ A change agent is responsible for leading the organizational development program and diagnosing issues.
- 🔍 Problem diagnosis methods include observing, interviewing, holding meetings, and using questionnaires.
- 💡 Once problems are identified, organizational development techniques are applied to resolve them.
- 📊 The five key organizational development techniques are training and development, performance appraisal, survey feedback, force field analysis, and team-building.
- 👩🏫 Training is crucial for developing the necessary skills for current job roles.
- 🚀 Development focuses on building skills for both current and future roles, often targeted at managerial employees.
- 🔄 Training is generally technical, while development is broader, targeting professional and leadership growth.
- 💼 The terms 'training' and 'development' are often used together and can sometimes be used interchangeably.
Q & A
What is organizational development?
-Organizational development is the ongoing planned process of change used as a means for improving the organization's effectiveness in solving problems and achieving its objectives.
What is the first step in organizational development?
-The first step in organizational development is to diagnose problems within the organization.
What are some indicators that problems exist in an organization?
-Indicators that problems exist include conflicts between diverse groups, the need for increased quality and productivity, low profits, and excessive absenteeism or turnover.
Who is a change agent in the context of organizational development?
-A change agent is the person responsible for the organizational development (OD) program and is called upon to study the organization's problems and needs.
What methods can a change agent use to diagnose problems in an organization?
-A change agent can use methods such as receiving rewards, observing, interviewing individuals and workgroups, holding meetings, or using questionnaires to diagnose problems.
What are the five organizational development techniques mentioned in the script?
-The five organizational development techniques are training and development, performance appraisal, survey feedback, force field analysis, and team-building.
Why is training and development presented first among the OD techniques?
-Training and development is presented first because the other four techniques usually include training as part of their process.
What is the difference between training and development?
-Training is the process of developing the necessary skills to perform the present job, while development focuses on developing the ability to perform both present and future jobs.
Who typically benefits from training, and who benefits from development?
-Training is typically used to develop technical skills of managers or non-managers, while development is usually less technical and designed for professional and managerial employees.
Are the terms 'training' and 'development' used interchangeably?
-Yes, the terms 'training' and 'development' are often used together and interchangeably.
Outlines
🎯 Introduction to Organizational Development
The paragraph introduces the concept of organizational development (OD), emphasizing that it is a continuous and planned process aimed at enhancing an organization's effectiveness. It involves diagnosing problems such as conflicts, low productivity, and high turnover rates. Management often engages a 'change agent' to identify and address these issues through various diagnostic methods, including observation, interviews, and questionnaires. The overall goal is to solve organizational problems and achieve business objectives.
📊 Key Techniques in Organizational Development
This paragraph focuses on the five primary techniques used in organizational development: training and development, performance appraisal, survey feedback, force field analysis, and team-building. Training and development are highlighted first because they are typically integrated into the other techniques. These techniques are essential for helping organizations manage and navigate change effectively, ensuring that staff are equipped to handle both current and future job demands.
👩💻 Training and Development: Core Elements
The final section elaborates on the distinction between training and development, explaining that training develops the skills necessary for the current job, while development prepares employees for both present and future roles. Training is often technical in nature and is used for both managerial and non-managerial staff. On the other hand, development tends to be less technical and is more focused on professional and managerial employees. The terms 'training' and 'development' are often used interchangeably, though they serve distinct purposes.
Mindmap
Keywords
💡Organizational Development (OD)
💡Change Agent
💡Diagnosis
💡Training and Development
💡Survey Feedback
💡Force Field Analysis
💡Performance Appraisal
💡Team-building
💡Absenteeism
💡Low Profits
Highlights
Organizational development is the ongoing, planned process of change used to improve the organization's effectiveness in solving problems and achieving its objectives.
The first step in organizational development is diagnosing problems, such as conflicts, low productivity, or high turnover.
A change agent is responsible for studying the organization's problems and implementing the OD program.
Various methods can be used to diagnose organizational problems, including observing, interviewing, holding meetings, or using questionnaires.
Organizational development techniques include training and development, performance appraisal, survey feedback, force field analysis, and team-building.
Training is the process of developing necessary skills to perform a present job, focusing on technical skills for both managers and non-managers.
Development is the process of enhancing the ability to perform both present and future jobs, often focusing on professional and managerial employees.
Training and development are frequently used together or interchangeably in organizational development efforts.
Survey feedback allows organizations to gather data and opinions from employees to identify issues and areas for improvement.
Force field analysis helps identify factors that promote or hinder change, aiding in decision-making during the change process.
Team-building exercises are designed to improve communication, collaboration, and trust within teams, which contributes to the organization's overall effectiveness.
After diagnosing problems, managers use OD techniques to navigate the change process and improve organizational effectiveness.
Performance appraisal is another technique used in OD to assess employee performance and identify areas for growth or change.
Training often focuses on developing technical skills for non-managers, while development targets managerial and professional skill growth.
The effectiveness of OD techniques depends on thorough diagnosis and the use of appropriate methods to address specific organizational challenges.
Transcripts
[Music]
let's take a look at organizational
development organizational development
is the ongoing planned process of
changed used as a means for improving
the organization's effectiveness in
solving problems and achieving its
objectives first step in organizational
development is to diagnose problems
indicators that problems exist such as
conflicts between diverse groups the
need for increased quality and
productivity low profits and excessive
absenteeism or turnover lead management
to call in a change agent to study the
organization's problems and needs a
change agent is the person responsible
for the OD program the change agent can
use a variety of methods to diagnose
problems sometimes methods are receiving
rewards observing interviewing
individuals and workgroups holding
meetings or using questionnaires after
the problem has been diagnosed Oh Dee
techniques are used to solve it as
managers navigate the change there are
five organizational development
techniques training and development
performance appraisal survey feedback
forced field analysis and team-building
training and development is presented
first because the other four techniques
usually include training after a
position is staffed there's usually need
to train the person to do the job
training is the process of developing
the necessary skills to perform the
present job development is the process
of developing the ability to perform
both present and future jobs typically
training is used to develop technical
skills of managers or non managers well
development is usually less technical
and designed for professional and
managerial employees the terms training
and development are often used together
they're used interchangeably as well
[Music]
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