H ORGANIZATIONAL DEVELOPMENT 101 Prepared By: Claudyne Garro.

hORGANIZATIONAL DEVELOPMENT 101

Prepared By: Claudyne Garro

Definition:

• Old definition

“ Organizational Development is an effort planned, organization-wide, and managed from the top, to increase effectiveness and help through planned interventions in the organization process using behavioral science knowledge.”

• New definition

“ Organizational development is a system-wide application of behavioral science to the planned development and reinforcement of organizational strategies, structures and processes to improve organizational effectiveness.

Purpose: improvement of organization effectiveness.

Scope: Over-all organizational change

Processes: Planned, value-based, consultant-aided, and directed by top Management.

Target: Organization’s culture, structure, strategy, processes.

History

1950- rooted from the attempt to understand the process of group

dynamics.

1980- evidence by massive organizational restructuring and downsizing. OD re-establishes the relationship

between employees and Organizations.

Today: OD is directed to the process of organizational transformation.

Basic Components

• Change Agent

- The person who initiates the change

Job:- diagnosing and classifying the problem- identifying course of action- recommending change procedures- implementing the change

• The client

- recipient of the change effort- might be an individual, a group, or possibly the whole organization

• Intervention

- intervention that the change agent does on behalf of the client

MANUAL OF ORGANIZATIONAL

DESIGN

Organizational Structure – a choice of which interest or which values will have preferred access or greater emphasis.

Organizing- dividing the work

Delegation - Deals with the division of work between vertical levels in the organization.

Degrees:

•Take Action- no further contact with me is needed

•Take Action- let me know what you did

•Look into this problem- let me know what you intend to do; do it unless I tell you not to.

•Look into this problem- let me know what you intend to do; delay action until I give you approval.

•Look into this problem- let me know the pros and cons of probable actions and recommend one for my approval

•Look into this problem- give me all the facts; I will decide what to do.

Key Factors in Choosing Patterns of Organizations

- Will it take advantage of specialization?

- Will it facilitate coordination?

- Will it recognize local conditions?

- Will it reduce expenses?

- Will it provide higher level of service to customers?

- Is it aligned with the mission and values of the organization?

Means of Designing

Organizational Pattern

Organizing by Product/PurposeThe activities necessary to accomplish a given purpose, or to produce a given product, are grouped together under the supervision of a single person.

Organizing by Function

Activities are grouped and supervised on the basis of specialized technical skills.

. Organization by Location

Activities are grouped based on geographic are to be served.

Organizing by equipment

Dividing the organization based on the availability of technology and equipment.

Organizing by time sequence

Activities may be based on time sequence with the work broken down under categories.

Ex. Planning dept., Execution dept., Construction dept .

Organizing by Harmonious Overlap

Involves harmonious overlapping of the different parts of work to speed up the completion.

One phase is started even before the previous one is finished.

Hybrid Structures

Combination of two or more patterns of organization.

“Organizing is a continuous work…a continuously changing work environment requires a continuously changeable structure to keep pace.”

- Dr. William D. Leavitt, Manual of Organizational Design

Leavitt’s Law: Never Create more structure than you need

THANK YOU!