Org Change and Org Development Ch 16 – Part 2 Apr 27

OD Interventions OD implements org change w/emphasis on org effectiveness –Tries to improve org capability to solve problems & cope with change Client-consultant relationship (process consultation) –How does it work?

OD Interventions Total Quality Movement (TQM) –Developed by Deming (U.S.) in 50’s, exported to Japan, then back to U.S. in 80s –Focus on managing process of work and challenge ees to constantly improve quality –3 main concepts: –Measures include: –Criticisms?

OD Interventions (cont.) Management by Objectives (MBO) – develop specific org goals –Main ideas of MBO: Quality of Work Life (QWL) – encourage ee participation to improve sat –Main ideas of QWL:

OD Interventions (cont.) Survey feedback – employee opinion surveys with unit/dept follow-up meetings to solve problems –3 stage model: how are employees used at each stage? –Importance of management commitment?

Culture & OD Values/goals of OD fit U.S. culture (democratic, linear, open conflict) –How might this differ in other cultures? –Cultural diffs in resistance to change affect OD success Example?

OD Assessment Newman et al meta-analysis of OD effectiveness: –Main results? –1. –2. –3. –4.

Porras & Robertson meta-analysis Healthy % report pos changes, but more report no change Few reports of negative effects, but why?

(cont.) How to best assess it? Criticisms/Difficulties w/assessment – Ethical concerns –Possibility of employee coercion?