1. Organizational Development
At
Microsoft
By Alfiyah Malekjee 13
Pooja Pradhan 15
Sanna Shaikh 20
Rukhsar Surve 21

2. Introduction to OD
• A growing field of human resource management
• Behavioral and social science
• Humanistic in their approach to change management
• Sustainable organizational performance
• Organizations invest heavily in transformational change
• Deliver sustainable performance

3. OD Intervention
• Learning process
• Technique by professional
• People and collaboration

4. About the Company
• One of the fastest growing subsidiaries of microsoft corporation
• The Microsoft India story began in 1990, picked up greatly in the new
millennium, and has grown steadily since then
• Microsoft continues to be an active partner in innovation
• They work on things that make a real difference

5. About the Company continue
Microsoft's vision
• Microsoft is the productivity and platform company for the
mobile-first and cloud-first world. We will reinvent productivity to
empower every person and every organization on the planet to do
more and achieve more
strategy
• Maximize the business impact of global diversity and inclusion to
empower our people, transform our culture and delight our
customers.

6. Employee community
• Continued success depends on the diverse
skills, experiences, and backgrounds
• A rich community of employee resource
groups (ERG) and employee networks (EN)

7. Employee community Continue
• provide career development, support, networking opportunities,
mentoring, community participation, product input, and assistance
in activities that promote cultural awareness
• speaker series, scholarship programs, community service,
development conferences, and heritage celebrations.

8. Changes in Microsoft initiated at top
• Gates appointed Ballmer as CEO and president
• Both wanted to reinvent Microsoft
• Executives given power to run units with less supervision
• Ballmer encourage everyone to rethink the way they do their
jobs

9. Changes in Microsoft initiated at top
Continue
• Ballmer wants people to be respectful to others
• He wants managers to work collaboratively
• Collaboration will produce complacency and stifle innovation
• Ballmer has history of humiliating executives that may discourage real
change

10. Overview of Major OD Intervention Techniques
Intervention techniques focus on 4 categories:
1. Individual or interpersonal level
2. Team or group level
3. Intergroup level
4. Total organizational system level

11. Individual OD Interventions
a. Role negotiation
b. Management Training
c. Job redesign
d. Career planning

12. Individual OD Interventions -Role negotiation
• Small group process
• Outlining the behavior
• An individual exchanges messages with another person

13. Individual OD Interventions -Management training
• the process of training staff to be Managers
• study problems
• Work out solutions

14. Individual OD Interventions -Job redesign
• an effort where job responsibilities and tasks are reviewed
• improve output
• improvements in both productivity and in job satisfaction

15. Individual OD Interventions -Career planning
• continuous process
• thinking about your interests, values, skills and preferences;
exploring the life, work and learning options
• a rewarding and positive experience

16. Team OD Interventions
a. Team building
b. Process consultation
c. Inter-group team building

17. Team OD Interventions -Team building
• a collective term
• enhance social relations
• It is distinct from team training

18. Team OD Interventions -Process consultation
• process consultant is a highly qualified professional
• acts as a facilitator
• deal with issues

19. Team OD Interventions –Inter group team building
• Improves intergroup relations between work teams
• Understands the communication gap
• Helps in sorting out many issues

20. Organizational-wide OD Interventions
a. Survey feedback
b. Confrontation meeting
c. Structural redesign
d. Management by objective (MBO)

21. Organizational wide OD Interventions -Survey
feedback
• a tool that can provide this type of honest feedback
• help leaders guide and direct their teams
• Obstacles and gaps between the current status quo and the
desired situations may or may not be directly apparent

22. Organizational wide OD Interventions-
Confrontation meeting
• an intervention designed to mobilize the resources
• Originally developed by Beckhard
• intervention can be used at any time but is
particularly useful when the organization is in stress

23. Organizational wide OD Interventions -Structural
redesign
• Right issues
• Right obstacles
• Right design characteristics
• Right change

24. Organizational wide OD Interventions -
Management by objective
• also known as management by results (MBR)
• management and employees agree to the objectives
• understand what they need to do in the organization

25. Conclusion and Recommendation
Conclusion
• Use of OD strategic intervention
• monitor progress by Identify problems, benchmark, training and goals and
objective
• Interventions are rooted in the disciplines of engineering, sociology,
and psychology
Recommendation
• should identify the stakeholders whose commitment is required
• business strategies and organizational systems must be changed together
in response to external and internal disruptions