1. Organizational Development - - Meaning -- What is meant by Organization? – What is meant by Organization? – Organization is a group of people working to-gather voluntarily for achieving the pre determined goal / objective of the Organization. What is meant by Development? – What is meant by Development? – Development is a process involving step-by-step improvement and enhancement in capabilities of a person or Organization? Development becomes necessary to face the challenges of ‘Change’. The concept of Change --‘Change’ is most natural and inevitable phenomena. Change can become ‘threat’ to survival or existence. Therefore, a set of planned activities designed to bring in the improvement in the capabilities of the organization and it’s different factors (Human, Technical, financial, etc ) of ‘Management functions’ is called as -‘Organizational Development. (O D ) Therefore, a set of planned activities designed to bring in the improvement in the capabilities of the organization and it’s different factors (Human, Technical, financial, etc ) of ‘Management functions’ is called as -‘Organizational Development. (O D )

2. Organizational Development HR Interventions Team Interventions – These interventions are techniques and methods designed to change the culture of the organization. Team Interventions – These interventions are techniques and methods designed to change the culture of the organization. Inter-group and Third Party Peacemaking – Strategies for reducing inter-group conflict by increasing interaction and communication among the groups Inter-group and Third Party Peacemaking – Strategies for reducing inter-group conflict by increasing interaction and communication among the groups Comprehensive Interventions – Covers entire organization to undertake strategic and cultural change Comprehensive Interventions – Covers entire organization to undertake strategic and cultural change Structural Interventions – Efforts aimed at improving effectiveness through changes in Tasks, Structure, Technology, and Processes, Structural Interventions – Efforts aimed at improving effectiveness through changes in Tasks, Structure, Technology, and Processes,

3. Organizational Development - - Team Interventions Team and Work Groups -- ‘Team’ is the relevant unit for making the individuals more effective. Individual members of the team are ‘interdependently related to each other and are required to co-ordinate and integrate their individual efforts to accomplish the organization’s goal. Team and Work Groups -- ‘Team’ is the relevant unit for making the individuals more effective. Individual members of the team are ‘interdependently related to each other and are required to co-ordinate and integrate their individual efforts to accomplish the organization’s goal. Broad Team-Building – While forming formal or special Teams or work groups, the focus must be on Diagnosis, Task accomplishment, Team Relationship and organizational process Broad Team-Building – While forming formal or special Teams or work groups, the focus must be on Diagnosis, Task accomplishment, Team Relationship and organizational process The Formal Group Team Building Meetings – The goal of such meetings is to improve the team’s effectiveness through better co-ordinated group activities. The Formal Group Team Building Meetings – The goal of such meetings is to improve the team’s effectiveness through better co-ordinated group activities. Gestalt Therapy Approach – The focus is on ‘Individual’ rather than on team, as the ‘Individual’ gets involved as whole person, with all +ve and –ve merits in the group activity. Gestalt Therapy Approach – The focus is on ‘Individual’ rather than on team, as the ‘Individual’ gets involved as whole person, with all +ve and –ve merits in the group activity.

4. Organization Development Techniques and Exercises used in ‘Team Building’ Role Analysis Technique – The ‘R A T’ is designed to clarify ‘Role’ expectations and obligations of team members for improving team effectiveness. Role Analysis Technique – The ‘R A T’ is designed to clarify ‘Role’ expectations and obligations of team members for improving team effectiveness. Interdependency Exercise – This exercise is useful to help people to get acquainted to bring out problems not attended earlier and also to provide information about current challenges. Interdependency Exercise – This exercise is useful to help people to get acquainted to bring out problems not attended earlier and also to provide information about current challenges. Role Negotiation Technique – This technique is based on assumption – ”Most people prefer a fair negotiated settlement to resolve the conflict”. Role Negotiation Technique – This technique is based on assumption – ”Most people prefer a fair negotiated settlement to resolve the conflict”. Appreciation and Concern Exercise – Expression of ‘Appreciation’ motivates members. Various versions of ‘Appreciation’ can be tried out. Appreciation and Concern Exercise – Expression of ‘Appreciation’ motivates members. Various versions of ‘Appreciation’ can be tried out. Responsibility Charting – Proper charting of Responsibility helps to clarify ‘who is responsible for what’. Responsibility Charting – Proper charting of Responsibility helps to clarify ‘who is responsible for what’. Visioning – The concept of visioning is brought by Ronald Lippitt. It’s members’ vision of what they want the organization to be like in future. Visioning – The concept of visioning is brought by Ronald Lippitt. It’s members’ vision of what they want the organization to be like in future.

5. Organizational Development Techniques and Exercises - continued Force-Field Analysis – It’s a device for understanding a problematic situation and planning corrective action. This technique is excellent for diagnosing situations. Force-Field Analysis – It’s a device for understanding a problematic situation and planning corrective action. This technique is excellent for diagnosing situations. Therefore, all these techniques and methods are ‘Interventions in Harmony’ with nature of organization as a social system. Therefore, all these techniques and methods are ‘Interventions in Harmony’ with nature of organization as a social system.

6. Organization Development Inter-group and Third Party Peacemaking When tension, conflict or competition exists among groups, some predictable things happen. Each group sees the other group as an “Enemy”. Therefore, strategies are required to be developed for reducing ‘Inter-group Conflict’ –The methods are - When tension, conflict or competition exists among groups, some predictable things happen. Each group sees the other group as an “Enemy”. Therefore, strategies are required to be developed for reducing ‘Inter-group Conflict’ –The methods are - To increase the interaction and communication among the groups. To increase the interaction and communication among the groups. Setting up of a common ‘Goal’ - a goal that both groups desire to achieve but neither can achieve without the help of other group. Setting up of a common ‘Goal’ - a goal that both groups desire to achieve but neither can achieve without the help of other group. Rotating the members of the groups and instituting some form of common Training activity. Rotating the members of the groups and instituting some form of common Training activity. These interventions are important because of the serious impact of inter group and inter-personal conflict has on Team and Organizational functioning. These interventions are important because of the serious impact of inter group and inter-personal conflict has on Team and Organizational functioning.

7. Organization Development Inter-group Team Building Interventions -- Inter-group Team Building – The focus of this interventions is on improving the ‘Inter-group relations’. The goal of these activities is to increase communications and interactions between the work related groups, to reduce the amount of dysfunctional competition. Inter-group Team Building – The focus of this interventions is on improving the ‘Inter-group relations’. The goal of these activities is to increase communications and interactions between the work related groups, to reduce the amount of dysfunctional competition. Often a significant amount of dysfunctional energy is spent in competition, misunderstandings, miscommunications,and misperception between the groups, which could be corrected and diverted to functional performance improvement. The two groups that are required to work to-gather first must try improve their relationship. In one method, two groups come togather for the inter-group building meeting and are separated in two meetings rooms. Each group is asked to make three lists – “Positive feed-back” – Factors liked in other group “Bug” – Factors not liked in other group “Empathy” - Predictions of what other group may give in their list.

8. Organization Development - Third - Party Peacemaking Third - Party Peacemaking – Conflict Management could be a major component in professional life. Many consultant have observed that “More and more occasions requires negotiations. Walton’s Approach to ‘Third-Party intervention’– He presented the statement of Third-Party peacemaking. The basic feature of this intervention is ‘Confrontation’. This approach mainly pays attention to – the conflict issues, the precipitating circumstances, the conflict-relevant acts & behavior of the parties and the probable consequences of the conflict. A major distinction is drawn between substantive and emotional conflict.. - Substantive issues involve disagreement over policies and differing conceptions of role and role relationship. - Emotional issues involve negative feelings between the parties – (e g - anger, distrust, resentment fear or rejection ) Therefore the third Party must know how, when and where to utilize confrontation tactics and expose the conflict for examination.

9. Organization Development - Organization Mirror – Organization Mirror – The ‘Organization Mirror is a set of activities in which particular organisational group gets feed-back from representatives from several other organisations groups to know their perception about this organisation.There could be several meetings to get objective and focused feedback. Organization Mirror – The ‘Organization Mirror is a set of activities in which particular organisational group gets feed-back from representatives from several other organisations groups to know their perception about this organisation.There could be several meetings to get objective and focused feedback. This intervention provides to get such feed-back effectively. It is imperative that the organisation takes corrective action and implements action plan.

10. Organization Development --- Partnering-- Partnering -- This technique is mainly useful in large Project Construction companies. Partnering is variation of Team-Building, inter-group team building and strategic planning having the objective of forming “an effective problem solving management team composed of persons from both the parties. Thus creating a single culture with one set of goals and objective for the project. Partnering -- This technique is mainly useful in large Project Construction companies. Partnering is variation of Team-Building, inter-group team building and strategic planning having the objective of forming “an effective problem solving management team composed of persons from both the parties. Thus creating a single culture with one set of goals and objective for the project. Ideally, partnering involves all the functions in the construction project. Mainly engineering and design, site management, and head office support. Although, partnering does not solve all the problems, it helps to bring concerned parties together which results in better co-operation and co-ordination.

11. Organization Development – Comprehensive Interventions -- Getting the whole system in the Room Getting the whole system in the Room Beckhard’s Confrontation Meetings Beckhard’s Confrontation Meetings Strategic Management Activities Strategic Management Activities Real Time Strategic Change Real Time Strategic Change Survey Feed-Back Survey Feed-Back Grid Organisation Development Grid Organisation Development Schein’s Cultural Analysis Schein’s Cultural Analysis Large scale change and High Performance System Large scale change and High Performance System Transformational Development Transformational Development

12. Organization Development- Structural Interventions -- Socio-technical Systems Socio-technical Systems Self Managed Teams Self Managed Teams Work Redesign Work Redesign MBO and Appraisal MBO and Appraisal Quality Circles Quality Circles Quality of Work Life Quality of Work Life Total Quality Management Total Quality Management High Performance Work Systems High Performance Work Systems Reengineering Reengineering Organizational Transformation Organizational Transformation

13. Organization Development - System Ramification -- Human Resource Management Human Resource Management Leadership and Leadership Style Leadership and Leadership Style Training and Development Activities Training and Development Activities Constructive Feed-Back system Constructive Feed-Back system Staffing and Career Development Staffing and Career Development Industrial Relations Industrial Relations Financial Discipline Financial Discipline