What Is Organization Development (OD)? William J. Rothwell, Ph.D.

Part I: Introduction

Purpose Organization development (OD) has recently become one of the hot topics of the HR field. Why is that? Decision-makers are recognizing the critical importance of leaders who can energize change, involving people and unleashing their potential. This session defines OD.

Objectives Upon completion of the session, participants will be able to:  Define organization development (OD) and explain the unique approach to managing change that it represents.  Describe one important model that can help drive organization change efforts.

Organization of the Session

Your Experiences with Change Let’s spend a moment to frame this topic. Could I have some of you share with us some examples of change? What are some examples of changes that your organizations are experiencing? What are some examples of changes that you (personally) are facing in your job?

Part II: What Is Organization Development (OD)?

What Are Six Ways to Manage Change? Coercive Persuasive Leadership change Legalistic/policy Dialectic Education/changed norms (OD)

The Coercive Approach People will change if they are threatened with punishment--such as discipline or dismissal. That is called a coercive approach to change. However, coercion is usually a counterproductive change strategy because it creates anxiety, fear, and stress.

The Persuasive Approach People will change when they are convinced that change is in their best interests. Advocates of persuasion as a change strategy advise managers to examine who is affected by proposed changes and then make a concerted effort to explain how those affected will benefit from the change.

The Leadership Change Approach Another way to initiate and implement change is to appoint a new leader. Each person, of course, brings to a leadership role his or her own attitudes, values, and beliefs that undergird subsequent action. By selecting a leader whose beliefs are in line with an intended direction for change, an organization's strategic direction may be changed.

The Legalistic/ Policy Approach Another way to initiate and implement change is to enact a law or policy and then punish people who break the law or do not comply with the policy.

The Dialectic Approach Another way to initiate and implement change is to debate the point. Two co-equal sides are formed and argue the point in front of decision-makers. The group that provides the most compelling argument is the “winner.”

The Education/ Changed Norms Approach (OD) Another way to initiate and implement change is to discover a new approach through innovation, creativity, participation, and education. Norms are informal rules, and OD seeks to unfreeze old norms and create new norms. It changes culture.

An Activity on the Six Approaches to Change Form six groups Each group should spend about 20 minutes to prepare a skit to demonstrate what one approach to change looks like Each group should then act out the skit at the front of the room

Debrief of the Activity on the Six Approaches What insights did you gain from participating in or watching these skits?

Advantages and Disadvantages of the Six Approaches to Change What do you believe are the advantages and disadvantages of the six approaches to change? Recall that the approaches are: Coercive Persuasive Leadership change Legalistic/policy Dialectic Education/changed norms (OD)

What Is OD? Organization development (OD) focuses on helping groups to change. It uses an educational approach to help unleash group energy and creativity.

Key Points About OD OD is long-range in perspective. OD should be supported by top managers. OD effects change chiefly, though not exclusively, through education. OD expands people's ideas, beliefs, and behaviors so they can apply new approaches to old problems.

Key Points About OD OD emphasizes participation in diagnosing problems, considering possible solutions, selecting a solution, identifying change objectives for solving problems, implementing planned change, and evaluating results.

Why Is OD Useful? How do you think OD could be useful? Why do you think so?

Part III: What Model Can Help to Drive Change Efforts?

What Is One Model That Drives OD? Introducing the Action Research Model 16. Have consultant depart 1. Recognize an organizational problem 15. Ensure acceptance 14. Evaluate results 2. Hire a consultant 13. Implement the action plan 3. Investigate the organization 12. Get agreement on an action plan 4. Collect information about the problem 11. Feed back information 5. Feed back information about the problem 10. Collect information on an action plan 9. Get agreement on a solution 6. Get agreement on the problem 8. Feed back information about the solution 7. Collect information about the solution

What Does the Action Research Model Mean in Practice? People must know that they need to change. The model is problem-driven. The model assumes that there is a need for a change champion. The model assumes that a consultant is needed to facilitate change. What other assumptions do you feel are implied by the model?

Part IV: Conclusion