2. Meaning
OD is a systematic, integrated and planned
approach to improve the effectiveness of the
enterprise.
It is designed to solve the problems that
adversely affect the operational efficiency at all
levels.
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3. Characteristics of OD
OD is a systematic approach to planned change.
It is a structured cycle of diagnosing organizational problems
and opportunities and then applying expertise to them.
OD is grounded in solid research & theory.
It involves the application of our knowledge of the behavioral
science to the challenges that the organization face.
OD recognizes the reciprocal relationship between individuals
and organization.
It acknowledges that for organizations to change, individuals
must change.
OD is goal oriented.
It is a process that speaks to improve both individuals and
organizational well being and effectiveness.
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OD is designed to solve problems.
4. Objectives of OD:
To improve organizational performance as measured by
profitabi.ity, market share, innovations etc.,
Make organization better adaptive to its environment.
Make the members willing face organizational problems
and contribute creative solution to the organizational
problems.
Improve internal behavior patterns such as interpersonal
relations, intergroup relations, level of trust and support.
Understand one’s won and others, openness and meaning
communication and involvement in planning for
organizational development. 4
5. Assumptions:
Most of the individuals have drives towards personal growth
and development.
Higher productivity can be achieved when the individual goals
are integrated with organizational goals.
Cooperation is always more effective than conflict.
The suppression of feelings adversely affects problem solving,
personal growth and satisfaction with one’s work.
The growth of individual members is facilitated by
relationships that are open, supportive and trusting.
The difference between commitment and agreement must be
fully understood.
OD programmes, if they are to succeed, must be reinforced by
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the organizational total human resource system.
6. OD models:
Kurt Lewin’s Change model:
Unfreezing Change Refreezing
Greiner’s model:
Change occurs in terms of certain sequential
stages.
Leavitt’s model:
Interactive nature of the various subsystems
in the change process.
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12. Communication
Meaning
Transference of messages or exchange of
ideas, facts, opinion or feelings by 2 or more
persons.
It is an art of making one’s ideas and opinion
known to others.
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13. Nature of Communication:
Communication involves 2 parties
The 2 parties must have the ability to convey as
well as to listen
Communication includes sending and also
receiving the response to the message.
The message can be conveyed verbally, in
written, by means of signs, gestures or symbols.
Communication is a continuous process.
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14. Need for Communication
Adequate and timely Communication helps
managers discharge their functions of planning,
organising, staffing, directing and controlling.
Ensures willing, cooperation
A good communication system communicating
quality information contributes positively to the
quality of decisions.
Coordination of activities across the departments
in the organization.
Moulds attitude and builds up employee morale. 14
15. Process of Communication
Communicator Encoding Message
medium Decoding Receiver Feed back.
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