Lecture-7

Page 1: Introduction

  • Title: IU Organization Development and Change

  • Authors: Thomas G. Cummings, Christopher G. Worley

Page 2: Learning Objectives for Chapter Seven

  • Understand the importance of diagnostic relationships in the OD process.

  • Describe methods for diagnosing and collecting data.

  • Understand and utilize techniques for analyzing data.

Page 3: Unit 7.1 The Diagnostic Relationship

  • Who is the OD Practitioner?

    • Professional engaged in Organization Development (OD)

  • Why is the practitioner here?

    • To facilitate change and improvement within an organization.

  • Who does the practitioner work for?

    • Teams, management, or external bodies.

  • What does the practitioner want and why?

    • Goal is organizational effectiveness and health.

  • How will my confidentiality be protected?

    • Ethical obligation to maintain privacy.

  • Who will have access to the data?

    • Typically, only involved stakeholders.

  • What’s in it for me?

    • Benefits of participation in OD processes.

  • Can the practitioner be trusted?

    • Trust is vital for effective intervention.

Page 4: Data Collection - Feedback Cycle

  • Core phases of the feedback cycle:

    • Planning to collect data.

    • Collecting data.

    • Analyzing data.

    • Feeding back data.

    • Following up.

Page 5: Unit 7.2 Methods of Collecting Data: Questionnaires

  • Major Advantages:

    • Can quantify responses and summarize data.

    • Suitable for large samples.

    • Cost-effective.

  • Major Potential Problems:

    • Limited empathy with subjects.

    • Questions predetermined, restrict adjustments.

    • Risk of response biases and overinterpretation.

Page 6: Interviews

  • Major Advantages:

    • Customizable, adaptive format.

    • Rich qualitative data source.

    • Builds rapport and empathy.

  • Major Potential Problems:

    • Expensive to conduct.

    • Potential biases from interviewer.

    • Complicated coding and interpretation.

Page 7: Observations

  • Major Advantages:

    • Captures actual behavior rather than reported behavior.

    • Provides real-time data capturing.

    • Adaptable based on situational needs.

  • Major Potential Problems:

    • Difficult interpretation and coding.

    • Sampling inconsistencies possible.

    • Observer bias can affect reliability and costs.

Page 8: Unit 7.3 Sampling

  • Key Concepts:

    • Difference between population vs. sample.

    • Importance of adequate sample size.

    • Sampling processes and techniques.

  • Types of Samples:

    • Random samples.

    • Convenience samples.

Page 9: Unobtrusive Measures

  • Major Advantages:

    • Non-reactive, minimizes response bias.

    • High face validity of data.

    • Easily quantified.

  • Major Potential Problems:

    • Difficulties in access and retrieval of data.

    • Concerns regarding validity.

    • Complications in coding and interpretation.

Page 10: Unit 7.4 Analysis Techniques

  • Qualitative Tools:

    • Content analysis.

    • Force-field analysis.

  • Quantitative Tools:

    • Descriptive statistics.

    • Measures of association (e.g., correlation).

    • Difference tests.

Page 11: Competition from Other Groups

  • Factors affecting group performance include:

    • Supervisor pressures.

    • Group performance norms.

    • Access to better raw materials.

    • Adoption of new technology.

    • Competency of skills.

    • Member complacency and fear of change.

  • Force-Field Analysis of Work Group Performance:

    • Forces for change vs. forces for status quo.

    • Aim for alignment between current performance and desired performance.