3 Organization Development Introduction and Core Values

A planned, organizationwide effort managed from the top to increase organization effectiveness and health through planned interventions in the organization's process, using behavioral-science knowledge.

Organization Development

According to Burke & Bradford (2005), OD is based on what three foundations?

A set of values largely humanistic

application of the behavioral sciences

and open systems theory

Is a systemwide process of planned change aimed toward improving overall organization effectiveness by way of enhanced congruence of such key organizational dimensions as external environment, mission, strategy, leadership, culture, structure, information and reward system, and work policies and procedures

organization development

The process of increasing organizational effectiveness and facilitating personal and organizational change through interventions driven by social and behavioral science knowledge.

Organization Development (Anderson, 2015)

Why do organizations need to change?

To become effective, productive, and satisfying to members

What are two key external pressures that require organizational change?

Customers demanding more, and technologies being developed with a rapidly changing life cycle

What is the central theme of OD?

Creating and managing change in order to create higher performing organizations in which individuals can grow and develop

OD is NOT management consulting. What are examples of management consulting?

Finance, marketing, and corporate strategy

Why is OD NOT simply Training and Development?

OD is not confined to training activities

Why is OD NOT short term?

OD addresses long-term change

Why is OD NOT merely the application of a toolkit?

A toolkit involves the application of instrumented training or standard models, which is too limited for OD

What are the 4 things OD is NOT?

Management consulting, Training and Development, short term, and the application of a toolkit

What are the 7 core concepts of OD shown in the model?

Change, effectiveness, whole system, partnership, humanistic, facilitative, business-focused, and challenging

What are the four levels at which OD operates?

Individual, Small groups, Large groups, and Organisations

What disciplines and topics are associated with the Individual level of OD?

Psychodynamics; including leadership, self-managed learning, coaching/mentoring, personality testing, psychological contract, empowerment, and job design

What topics are associated with the Small groups level of OD?

T Groups, interpersonal relationships, self-directed teams, and team building

What topics are associated with the Large groups level of OD?

Sociology; including large group interventions and stakeholder/multiple voices

What topics are associated with the Organisations level of OD?

Gestalt, systems theory, socio-technical systems, employee engagement, learning organisations, values/culture, and organisation design

What type of change is associated with "Second-order" or "Gamma" change in OD?

Transformational change

What type of change is associated with "First-order" or "Alpha" change in OD?

Incremental change

What external discipline informs the Large groups level of OD?

Sociology

What external discipline informs the Individual level of OD?

Psychodynamics

What analytical approach is shown at the bottom of the OD levels diagram?

Organisational analysis

In expert consulting model

Who does:

Data gathering:

Diagnosis:

Selecting intervention:

Implementing change:

Data gathering: Client

Diagnosis: Client with consultant recommendation

Selecting intervention: Consultant

Implementing change: Client with consultant recommendation

In Doctor- patient consulting model

Who does:

Data gathering:

Diagnosis:

Selecting intervention:

Implementing change:

Data gathering: Consultant

Diagnosis: Consultant

Selecting intervention: Consultant

Implementing change: Client

In Mechanic consulting model

Who does:

Data gathering:

Diagnosis:

Selecting intervention:

Implementing change:

Data gathering: Consultant

Diagnosis: Consultant

Selecting intervention: Consultant

Implementing change: Consultant

In OD consulting model

Who does:

Data gathering:

Diagnosis:

Selecting intervention:

Implementing change:

Data gathering: Shared

Diagnosis: Shared

Selecting intervention: Shared

Implementing change: Shared

What are the 4 consulting models?

Expert, Doctor-Patient, Mechanic, and Organization Development

How do the 4 consulting models differ in terms of responsibility for data gathering?

Expert = primarily client;

Doctor-Patient = consultant;

Mechanic = consultant;

OD = shared

How do the 4 consulting models differ in terms of responsibility for implementing change?

Expert = client with consultant recommendations;

Doctor-Patient = client;

Mechanic = consultant;

OD = shared

How does the OD consulting model differ from all others in terms of responsibility?

All responsibilities — data gathering, diagnosis, selecting interventions, and implementing change — are shared between client and consultant

The underlying belief that a specific mode of action is personally or socially preferable to an opposite or end-state of existence.

Values (Rokeach, 1973)

Express what a person believes should happen or ought to happen

Values

Are values fixed and unchanging?

No; they are relatively stable and enduring but can change and become more complex, particularly as a person gains more experience

They can change and become more complex, particularly as a person gains more experience

Values

help decide what action to take and how to asses both actions and the action of others

Values

What is the first Core Value of OD?

Participation, Involvement and Empowerment

What are the 6 reasons why values are important in OD?

They guide choices about how to proceed, provide a larger vision beyond any individual intervention, distinguish OD from other consulting methods, ensure growth/development/learning, help prompt dialogue and clarify positions, and help us evaluate

How do values distinguish OD from other methods of consulting and change?

They ensure growth, development, and learning — going beyond technique to a deeper humanistic foundation

What are the humanistic assumptions that form the basis of OD's core values?

Individuals deserve respect, are trustworthy, and want to achieve personal growth and satisfaction; and there is a belief in human dignity and worth

What famous phrase captures the Core Value of Participation, Involvement, and Empowerment?

"People support what they help create"

What does the Core Value of Participation, Involvement, and Empowerment help organizations do?

Manage change through active participation of its members

In OD's Core Value of Participation, what does decision-making specifically mean?

Giving employees a choice to contribute

What must employees be able to do under the Core Value of Participation?

Express themselves and achieve personal fulfillment through membership

What are the 3 weaknesses of Employee Participation as a Core Value?

Members may not be prepared or trained to participate; members can feel suspicious of being asked to step outside hierarchical patterns; and it can be detrimental to members if not authentic

What is the second Core Value of OD?

Groups and Teams

According to OD, organizational change depends on what?

The effective utilization of teams and groups, whether formal or informal

What are the two types of unwritten codes of behavior relevant to Groups and Teams in OD?

Formal and informal group norms, and cultural beliefs

What is the third Core Value of OD?

Growth, Development, and Learning

What concept describes the fact that people and organizations are constantly evolving and changing?

"In process" concept

What does the "in process" concept mean in the context of OD's Core Value of Growth, Development, and Learning?

People and organizations are constantly evolving and changing; giving up is not an option especially during difficult times

What is the fourth Core Value of OD?

Whole Person

What risk does the Whole Person Core Value address?

An employee becoming typecast based on their job position

What does the Whole Person Core Value require organizations to acknowledge?

Diversity and respect for individual differences

What is the fifth Core Value of OD?

Dialogue and Cooperation

What does the Dialogue and Cooperation Core Value aim to create?

Cooperative rather than competitive systems

According to the Dialogue and Cooperation Core Value, is conflict always negative?

No; conflict is good when there is open dialogue, and win-win outcomes are possible

What is the sixth Core Value of OD?

Authenticity, Openness, and Trust

What are Authenticity, Openness, and Trust described as in OD?

Keys to healthy collaboration

What does Authenticity in OD specifically mean?

Being straightforward, genuine, honest and truthful about one's plans, opinions, and motivations

What are all 6 Core Values of OD listed together?

Participation, Involvement and Empowerment; Groups and Teams; Growth, Development, and Learning; Whole Person; Dialogue and Cooperation; Authenticity, Openness, and Trust

What are the 4 Challenges to OD Values?

Financial and economic tensions, the push to see OD as technology, management culture and expectations, and research

Why is the push to see OD as technology considered a challenge to OD values?

Because OD is grounded in humanistic values and cannot be reduced to a mere set of technological tools or standard models