1. ORGANISATION DEVELOPMENT

2. ORGANISATION  Organisation is a ‘social unit’ with some specific purpose (s) specific purpose (s)  “Organising” is a subject of the larger activity of “managing” activity of “managing”  It is the process by which the structure of of an organisation is created and of an organisation is created and maintained maintained  All activities involving 2 or more persons  Simple or complex depending on their purposes, size, technology, or nature of activities technology, or nature of activities

3. Characteristics of organisation  O O O Organisations have purposes (be they explicit or implicit), it attracts people, acquire and use the resources to achieve the objectives, use some form of structure to divide (division of labour) and coordinate activities, and rely on certain positions/ people to lead or managing others

4.  Organisation being part of the society affects and is affected by the changes in affects and is affected by the changes in society. society.  It is essential to develop a perspective understanding about organisations because human behaviour and organisational behaviour are influenced by the people in organisations and the specific characteristics in the basic elements in the organisations and the way they adapt themselves to the environment

5. ORGANISATION DEVELOPMENT An organisation is a system consisting of An organisation is a system consisting of four interacting subsystems four interacting subsystems STRUCTURE, TASK, TECHNOLOGY, STRUCTURE, TASK, TECHNOLOGY, PEOPLE PEOPLE Organisation as a system can be changed Organisation as a system can be changed and developed to achieve its goals in the and developed to achieve its goals in the best possible way best possible way

6. GOALS OF AN ORGANISATION  The goals of an organisation, generally, are: survival, stability, profitability, growth and service to society.  From one organisation to another, the goal or goals may differ depending upon at what stage of development the organisation is  An organisation can achieve its goal if it is able to respond to changes within the external and internal environment

7. ORGANISATIONAL ENVIRONMENTS External Environment External Environment  The external environment is in terms of forces in the social, political, economic and cultural factors. Competition from similar organisations, changing needs of the public, knowledge explosion, rapid growth of technology- all constitute threat to organisational effectiveness

8. INTERNAL ENVIRONMENT  Organisation has also to take into cognizance its internal environment which includes existing structure, technology, needs and expectations of its people, and the changing scenario of labour force  ORGANISATION DEVELOPMENT (OD) is a planned approach to respond is a planned approach to respond effectively to changes in external and effectively to changes in external and internal environments internal environments

9. SCHOOLS OF THOUGHT Essentially there are two schools of thought in OD 1) Programme – Procedure School 1) Programme – Procedure School 2) System- Process School 2) System- Process School

10. PROGRAMME-PROCEDURE SCHOOL  It is older approach. According to it, OD is the effective implementation of the organisation’s policies, procedures and programmes. It is concerned with personnel activities and contribute to the overall growth and development of the organisation such as recruitment, training, career development, compensation, welfare and benefits, labour relations, etc.  Personnel development is primarily concerned with OD activities

11. SYSTEM- PROCESS SCHOOL  This school considers organisation development in the سياق context of both its internal and external environment  مؤيدين Proponents of this approach view organisation as a system which can be changed and developed to best achieve its goals and objectives  An ناشئ role for OD is a system based and focuses on total organisation effectiveness and hence goes beyond the traditional personnel programme  The emphasis is much more on work groups within and across departments rather than individuals as such  While personnel programmes demand تطابق conformity for prescribed محدد policies and procedures, the system process school encourages openness and تعاوني collaborative ways of solving problems so that the outcomes as advantageous to both individuals and organisation. ( It is likely that the objectives of both the schools are contradictory مختلف او متناقض to some extent) ( It is likely that the objectives of both the schools are contradictory مختلف او متناقض to some extent)

12. Differences between the two schools Programme Procedure System Process Programme Procedure System Process Internal Internal and external external Personnel oriented Department Individual Group Sectional مقطعي Holistic كلي Prescriptive موجه - توجيهي Open System internal Interdisciplinary متعدد

13. DEFINITION OF OD  OD may be defined as a systematic, integrated and planned approach اسلوب اومنهج to improve the effectiveness of the enterprise  It is designed to solve problems that adversely effect the operational efficiency at all levels.  It is based on scientific awareness of human behaviour and organisation dynamics  Being an organisation wide effort, it is directed towards more participative management and integration of individual goals and organisational goals

14. GOALS OF OD  OD is intended to create an internal environment of openness, trust, mutual confidence and collaboration and to help the members of the organisation to interact more effectively in the pursuit متابعة of organisational goals. Thus the organisation is enabled to cope effectively with external forces in the environment.

15. OBJECTIVES OF OD  1. Improved organisational performance as measured by profitability, market as measured by profitability, market share, innovativeness etc. share, innovativeness etc.  2. Better adaptability of the organisation to its environment to its environment  3. Willingness of the members to face organisational problems and contribute organisational problems and contribute creative solutions to these problems creative solutions to these problems  4. Improvement in internal behaviour patterns such as interpersonal relations, inter-group relations, such as interpersonal relations, inter-group relations, level of trust and support among role members, level of trust and support among role members, understanding one’s own self and others, openness understanding one’s own self and others, openness and meaningful communication and involvement in planning for and meaningful communication and involvement in planning for organisational development. organisational development.

16. CHARACTERISTIC FEATURES OF OD In any OD effort the totality of the organisation is to be taken into account. In any OD effort the totality of the organisation is to be taken into account. The approach should be holistic either for identifying the need for change within or The approach should be holistic either for identifying the need for change within or for planning and implementing a change for planning and implementing a change Until the intended change is absorbed ينتشر in the total system, optimal collaboration تعاون امثل, synergism تأزر and efficiency cannot be obtained Until the intended change is absorbed ينتشر in the total system, optimal collaboration تعاون امثل, synergism تأزر and efficiency cannot be obtained

17. Continued The intended changes in OD programmes may be carried out at any of the sub-system level such as: - organisational structure - task accomplishmentانجاز المهمة - work climate (inter personnel and inter group relations, work values) - methods of decision making and problem solving - technology

18. Benefits of planned effort  The benefits of the planned effort to the organisation are measured in terms of organisation are measured in terms of improvements noticed in the performance improvements noticed in the performance of the sub-system where the change has of the sub-system where the change has been implemented, related sub-systems been implemented, related sub-systems that have an interface وسيط with the changed that have an interface وسيط with the changed sub-system, and the organisation as a sub-system, and the organisation as a whole whole

19. Intended changesالتغيرات المقصوده a) Intend changes in the organisational a) Intend changes in the organisational structure should be initiated on the basis structure should be initiated on the basis of a study of the existing structure of a study of the existing structure especially the formal relationships, span especially the formal relationships, span of control نطاق السيطرة and functions performed by of control نطاق السيطرة and functions performed by each individual in the context of the others (macro level) each individual in the context of the others (macro level) b) Another approach to OD is at micro level ie. At the job level. Job related aspects such as ie. At the job level. Job related aspects such as authority, responsibility, activities performed, overlapping تداخل authority, responsibility, activities performed, overlapping تداخل roles etc, are considered for modification in keeping with roles etc, are considered for modification in keeping with the attitudes, expectations of the role incumbents. شاغلي الوظائف the attitudes, expectations of the role incumbents. شاغلي الوظائف

20. Intended changed continued Research studies have shown that job attitudes and job satisfaction influence Research studies have shown that job attitudes and job satisfaction influence performance performance c) OD practitioners also aim at improving the interpersonal climate. The work climate of interpersonal climate. The work climate of openness, trust and collaboration has positive openness, trust and collaboration has positive influence on performance, while the climate of suspicion, الشك distrust and hostility عداء او خصومة result in low or mediocre متوسط او عادي performance. The climate should be supportive, proactive استباقي and allow for opportunities to be creative and original influence on performance, while the climate of suspicion, الشك distrust and hostility عداء او خصومة result in low or mediocre متوسط او عادي performance. The climate should be supportive, proactive استباقي and allow for opportunities to be creative and original d) Communication is the life of an organisation and effective communication is basic to internal work climate e) Decision making is another important area for OD intervention تدخل

21. Salient issues قضايا بارزة in OD 1. The OD effort should begin at the top 1. The OD effort should begin at the top level of the management and permeate تتغلغل level of the management and permeate تتغلغل organisation till it reaches the lower organisation till it reaches the lower levels. levels. 2. The external consultant helps in 2. The external consultant helps in problem identification, problem solving problem identification, problem solving and implementing action plan without and implementing action plan without creating dependency needs احتياجات التبعية in the client creating dependency needs احتياجات التبعية in the client system. In other words, the external agent system. In other words, the external agent helps the client to help himself so that the helps the client to help himself so that the latter develops ability to function independently. latter develops ability to function independently. 3. Client is either a particular target group فئة مستهدفة or the total 3. Client is either a particular target group فئة مستهدفة or the total organisation organisation

22. Continued 4. Change may occur in individual behaviour or organisational behaviour. or organisational behaviour. 5. Identifying the needed change depends upon determining the nature and type of the problem within the organisation upon determining the nature and type of the problem within the organisation 6. While the earlier approaches have concentrated in individual changes, the present trend emphasizes on the holistic approach of dealing with group or teams. present trend emphasizes on the holistic approach of dealing with group or teams. 7. Evaluating effectiveness of OD programmes is as important as identifying the problem and the appropriate intervention techniques appropriate intervention techniques

23. SUMMARY OD Effort  is a planned change  involves the total system  managed with total acceptance and commitment of the top management  is designed to improve organisational effectiveness  makes use of behavioural science knowledge

24. Summary- Contd  is in terms of intervention at the task or structure or technology or people level  is an ongoing process and long term process  relies primarily on experiential learning يعتمد في المقام الاول علي التعلم التجريبي  uses an action research intervention mode يستخدم طريقة تدخل البحث الاجرائي