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.

Outlines

00:00

🎯 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.

Keywords

💡Organizational Development (OD)

Organizational development is defined as an ongoing, planned process aimed at improving the effectiveness of an organization. In the video, it is discussed as a method for solving problems and achieving objectives within an organization. The process involves diagnosing issues and implementing solutions to improve overall performance and effectiveness.

💡Change Agent

A change agent is the individual responsible for leading the organizational development (OD) process. This person identifies problems within the organization and implements strategies to address them. In the video, the change agent plays a central role in diagnosing organizational issues and guiding the change needed to enhance performance.

💡Diagnosis

Diagnosis refers to the process of identifying problems within the organization. The video highlights that indicators like conflicts, low profits, absenteeism, or turnover may lead management to seek help from a change agent. Various diagnostic methods such as interviews, observations, and questionnaires can be used to uncover organizational issues.

💡Training and Development

Training and development involve building the skills necessary for employees to perform their jobs. Training focuses on current job skills, while development prepares individuals for future roles. The video underscores their importance in improving both technical and managerial skills within an organization, linking them to other OD techniques.

💡Survey Feedback

Survey feedback is one of the organizational development techniques mentioned in the video. It involves gathering information from employees about the organization’s problems and then using the feedback to inform decision-making and improvement strategies. This method helps to diagnose issues and gather valuable insights directly from the workforce.

💡Force Field Analysis

Force field analysis is a method used to assess the factors driving or hindering change within an organization. The video includes it as one of the five key OD techniques. This analysis helps in visualizing and addressing the forces that support or resist organizational change.

💡Performance Appraisal

Performance appraisal refers to the process of evaluating employees' performance, which helps in identifying areas for improvement and personal development. In the video, it is presented as one of the OD techniques used to measure employee performance and align it with the organization’s goals, often followed by appropriate training or development.

💡Team-building

Team-building is an organizational development technique aimed at improving collaboration and communication among workgroups. In the video, it is discussed as a method to resolve conflicts and strengthen group dynamics, ultimately leading to better productivity and employee satisfaction within the organization.

💡Absenteeism

Absenteeism refers to the regular absence of employees from work, which is seen as a key indicator of organizational issues. The video mentions absenteeism as one of the problems that may prompt management to call in a change agent for diagnosis and resolution, linking it to broader organizational inefficiencies.

💡Low Profits

Low profits are cited in the video as a symptom of underlying organizational problems. It can signal inefficiencies, poor productivity, or internal conflicts that need to be addressed through organizational development processes. A change agent would focus on identifying the root causes of low profits and suggest strategies to improve financial performance.

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]