Organizational Development

Summary

The 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.