Organization Development
Vignesh Sivadass
MANG6470Lecture2OrganisationalEffectiveness1.pptx
Question
Given that OD is concerned with promoting ‘organisational effectiveness’ How would you define this concept based on your experiences of organisations which you perceive to be effective?
Some OD perspectives on organisation effectiveness
The total organisation and individuals in it manage their work
against goals and plans
Form follows function-the task defines how human resources are organised
Decisions are made nearby the sources of information
The reward system is such that managers are rewarded for productivity, people development and creating a viable working environment (e.g., groups, structures, etc.)
Communication laterally and vertically is relatively undistorted
Some OD perspectives on organisation effectiveness
Minimal internal rivalry between groups
Conflict exists about ideas rather than inter-personal issues
People see themselves as part of the organisation and the wider environment
Members of an organisation act in an Action Research way developing feedback loops so
learning can take place.
(Gallos et al 2006)
Gallos, J. V. (2006). Reframing complexity: A four dimensional approach to organizational diagnosis, development, and change. Organization development. San Francisco: Jossey-Bass.
Some OD perspectives on organisation effectiveness
John Gardner (in Gallos 2006)
Effective programme for recruitment and development of
talent
Provide an hospitable environment for an individual
Built in capacity for self-criticism
Fluidity in the internal structure
A means by which people can escape from becoming prisoners of organisational procedures
Some OD perspectives on organisation effectiveness
The ability of an organisation to effectively adapt and cope with changes in the environment- the ‘adaptive coping cycle’
Edgar Schein (1965)
OD as a value driven practice
OD has traditionally held a very humanistic set as values as the basis for it’s theory making and practice including:
Democracy and participation
Openness to lifelong learning
Equity and fairness
Valid information and informed choice
Respect for the human side of enterprise
(Cheung-Judge and Holbeche 2012)
