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Published byMagdalene Andrews Modified over 9 years ago
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OD Defined OD is an effort… Planned Organization-wide Managed from the top, in order To increase organizational effectiveness, through Planned interventions in organizational processes, using behavioral-science knowledge
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Forces For Change Workforce Competition World Politics Technology Social Trends Economic Shocks
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Attitude Toward Change Desirable Accept change as inevitable Proactive Not Desirable Feel threatened by change Reactive
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Managing Planned Change First-OrderChangeFirst-OrderChange IncrementalIncremental LinearLinear ContinuousContinuous Second-OrderChangeSecond-OrderChange MultilevelMultilevel RadicalRadical DiscontinuousDiscontinuous
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What Can Change Agents Change? Physical Setting Structure People Technology
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However……. Structure Physical Setting Technology People
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Resistance to Change Selective Information Processing Fear of the Unknown Force of Habit Need for Security Economic Factors Individual
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Resistance to Change Organizational Threat to Existing Relationships Threat to Existing Allocations Structural Inertia Limited Focus of Change Threat to Expertise Group Inertia
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Education and Communication CommunicationParticipationParticipation NegotiationNegotiationFacilitation and Support Facilitation CoercionCoercionManipulation and Cooptation Manipulation Overcoming Resistance to Change Overcoming
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Unfreezing Changing Refreezing Lewin’s Three-Step Process Organizational Change
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Unfreezing the Status Quo Desired State Status Quo Restraining Forces Driving Forces Time
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Action Research Process One:DiagnosisOne:Diagnosis Two:AnalysisTwo:Analysis Three:FeedbackThree:Feedback Four:ActionFour:Action Five:EvaluationFive:Evaluation
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Five OD Interventions Intergroup development Process consultation Sensitivity training Survey feedback Team building
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Managing Change: It’s Culture Bound! Is change possible? How long will it take? Does culture influence resistance? Does culture influence implementation? Does culture influence idea champions?
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