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homework_4.pptAn Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Chapter 7
OD Intervention Strategies
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Learning Objectives
- Identify and understand:
- Range of major OD intervention techniques.
- How they can be applied.
- Identify ways interpersonal, team, and intergroup techniques fit into OD program.
- Understand change strategies.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Figure 7.1
Stage 4 of OD’s 5 Stages
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Organizational Change
- Starting point for change program is definition of a total change strategy.
- OD strategy is:
- A plan for integrating different activities to accomplish objectives.
- Developing strategy includes:
- Planning activities to resolve difficulties, build on strengths.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Basic Strategies to Change
- Structural.
- Technical.
- Behavioral.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Structural Approach to Change
- Relates elements of organization to one another.
- Removes or adds layers to hierarchy.
- Downsizing associated with restructuring.
- Changes can involve decentralization and centralization.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Technical Approach to Change
- Changes in machinery, methods, automation, and job design.
- Brings organization to state of art.
- Help companies become more productive.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Behavioral Approach to Change
- Emphasizes better utilization of human resources by improving:
- Morale.
- Motivation.
- Commitment of members.
- OD traditionally associated with behavioral strategies.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Integration of Strategies
- Structural, technological, and behavioral strategies not OD change strategies per se.
- Determining feature of OD strategy is process used to arrive at strategy.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Figure 7.3
Integrated Approach to Change
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Integration of Strategies (part 1 of 2)
- OD deals with integrated change that considers:
- Structure.
- Technology.
- Behavior.
- Interdependence of subelements (departments) needs to be considered.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
- Change strategies consider overt and covert elements.
- Second-order consequences consider change in one area that influences other areas.
Integration of Strategies (part 2 of 2)
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Figure 7.4
“Organization Iceberg” Approach to OD
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Stream Analysis
- Useful in planning.
- Helps organization plan interventions.
- Provides graphical view of changes.
- Allows progress to be plotted.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Figure 7.5
Stream Analysis Chart
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Selecting an OD Intervention
- Interventions are a range of actions.
- Specific means, activities, and programs that can make change happen.
- Practitioner and client consider:
- Potential results of technique.
- Potential implementation of technique including costs versus benefit.
- Potential acceptance of technique.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Major Intervention Techniques
- Intervention techniques focus on 4 categories:
- Individual or interpersonal level.
- Team or group level.
- Intergroup level.
- Total organizational system level.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Table 8.1
OD Interventions: An Overview (part 1 of 2)
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Table 8.1
OD Interventions: An Overview (part 2 of 2)
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
OD Application
Changing P&G
- P&G one of largest consumer product companies in world.
- Culture is well established.
- Over 170 years old.
- Chairman of board spends time communicating vision to employees.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
- Key part of strategy is:
- Focus on building strong brands,
- That sell at premium prices.
- With major recession, strategy was changed:
- Offer more lower priced products.
- But continue to:
- Develop new products.
- Innovate engineering and manufacturing technology.
- Understand the consumer.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
- Corporate headquarters has undergone change.
- Executives have open offices.
- Division presidents’ offices moved closer to their teams.
- Changes made without alienating employees.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Key Words and Concepts
- Behavioral strategies.
- Places emphasis on human resources.
- OD intervention.
- Actions designed to improve health of client system.
- OD strategy.
- A plan for change using structural, technical, and behavioral methods.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
- Parkinson’s laws.
- Summarizes problems of inefficient practices in organizations.
- Second-order consequences.
- Indirect consequences that result from a change action.
- Stream analysis.
- A method that plots interventions over time.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
- Structural strategies.
- Alters framework that relates elements of organization to one another.
- Technological strategies.
- Changes in machinery, methods, automation, and job design.
- Virtual team.
- Teams and their meetings occur electronically over telecommunications lines.
- Need for face-to-face meetings reduced.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
OD Skills Simulation 7.1
The Franklin Company
- Purpose.
- To determine an appropriate intervention strategy.
- To experience diagnosing and contacting a client system.
- To provide feedback on practitioner approaches.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Preparations for Next Chapter
(part 1 of 2)
- Read Chapter 8.
- Prepare for OD Skills Simulation 8.1.
- Prior to class, form teams of seven and assign roles.
- Complete Step 1.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
Preparations for Next Chapter (part 1 of 2)
- Read and complete Steps 1 and 2 of OD Skills Simulation 8.2.
- Read and prepare for Step 1 of OD Skills Simulation 8.3.
- Read and analyze Case: The OD Letters.
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
An Experiential Approach to Organization Development 8th edition
Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
Chapter 7
Slide *
An Experiential Approach to Organization Development 8th edition Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall
