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by : DR. T.K. JAIN AFTERSCHOOL centre for social entrepreneurship sivakamu veterinary hospital road bikaner 334001 rajasthan, india FOR PGPSE / CSE PARTICIPANTS afterschool@in.com mobile : 91+9414430763
5 DECEMBER 09 www.afterschool.tk 1
My words.....
My purpose here is to give an introduction of organisational change and development. I welcome your suggestions. I also request you to help me in spreading social entrepreneurship across the globe for which I need support of you people not of any VIP. With your help, I can spread the ideas for which we stand....
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Change must target at the following : 1. mission 2. vision 3. strategy 4. structure 5 plans and policies 6. procedures 7. technology 8. values 9. culture 10. systems
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Developed by Bechhard and Horns (1987) it has 3 stages : 1. study the current situation 2. prepare a desired situation 3. prepare a strategy for a new system
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It is a model of change given by Levin. Here we identify forces in favour of change and forces against change. We try to strengthen forces in favour of change and try to reduce forces against the change.
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Cognition refers to thinking and reasoning cognitive skill refers to skills in analytical thinking, conceptual understanding, reasoning, setting priorities, anticipating obstacles etc.
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A change agent is a consultant and he is in contract with the organisation. He must clarify the expectations to the organisation. He must be clear about terms and conditions relating to the assignment. He must have a clear agreement about his entry and withdrawal.
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Warren Bennis, Richard Beckhard, Edgar F. Huse, Udai Pareek, Wendell L. French, Cecil H Bell, etc.
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What is OD ?
It is a planned, systematic, long term change in organisation with focus on problem solving capabilities, coping skills, self renewal capabilities and organisational values with the help of change agents, and behavioural science experts.
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Levin's model ?
Suppose you want to add colour to an ice, can you do it straight way? No. First you have to unfreeze it, then add colour and then refreeze it back to ice. Similarly, in any organisation, if you want to change, first make people prepared for the change then introduce change then again refreeze people (encourage them to adopt the new situation).
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What is an intervention ?
It is a set of structured activities to develop an organisation or a part of that organisation or a group of an individual. People participate in intervations in a well planned and programmed set of activities
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Use questionnaire to collect data Undertake interviews Use observations to further collect data undertake surveys
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1. at the level of the entire organisation 2. at the level of the teams 3 at the level of diads etc. 4. at the level of individuals
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contd..
Thus orgnanisational processes are surfaced. The consultant summarises the perceptions of the subordinates with the superiors and the perceptions of the superiors with the subordinates. Thus there is greater openness. Perception sharing brings the two groups together. The perception sharing exercises enables executives and subordinates to openly share and discuss their perceptions. People clarify the doubts. Thus communication, leadership and motivation processes improve
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Start with Micro Lab : with the objective that people have informal interaction, and they are aware of their energy level, enthusiasm, interpersonal skills, and wilingness to relate with others. Group status awareness : where people become aware about each other. Use questionnaires like TORI (gibbs) to identify the awareness about group goals etc.
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contd....
Agenda building & group work decision making process & analysis in group setting (use tools like desert survival, etc. ) here we try to study the level of openness, participation and support in the group conflict management training trust building (use FIRO-B and other tools) interpersonal relationship training survey feedback , perception sharing, action planning
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contd....
Groups are formed to discuss the problems and to work out solution for the problems they prepare solutions in an open and frank discussions these solutions are forwarded to top management follow up action
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ADDITIONAL RESOURCES
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These resources consist of questionnaire / scales which are given to the employees, who fill them up and then we analyse these and try to find the level of job satisfaction / HRD climate etc.
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What is BPR ?
Business process reengineering : it denotes radical change in the organisational processes and practices so that we are able to completely alter the way we work here we take help of computerisation / automation / reengineering etc.
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What is TQM?
Total quality management = it is a philosophy, where we install a system, which tries to deliver what is promised. There are detailed documentation at every stage so that people work as per systems and processes and there is very high level of precision, predictability and awareness across the organisation. People care for internal and external customers and try to meet the expectations of these.
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It is a Japanese management technique, where employees voluntarily form a quality circle, where they discuss about organisational quality problems and try to develop solutions for those issues and suggest them to the management. It works at the initiative of people
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Here we start budgeting from scratch. We dont look at what we had done earlier, but what we want to do in future. It is futuristic not historic. Traditionally people just inflate the last year's budge and present it back, but zero base bugeting requires them to think afresh.
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Here we study people processes in the organisation and we try to study people factors. Here we look at motivation, morale, efficiency, commitment of people so that we can develop the entire organisation
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What is benchmarking ?
Here we put an external / internal organisation as benchmark for the employees so that they can develop themselves in those lines and try to change the organisation / its processes / culture / techniques citibank tried to benchmark against the work culture and commitment of workers of SEWA in India when it entered in India. (read Dabbawala case study)
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What is in-basket ?
It is a game / tool / technique for developing people / executives in organisation. Here employee is given a number of situation and he has to take decision on each of the situations. Executive receives a basket of papers / problems on which decisions must be taken. The executive tries to take decision and thereafter receives feedback about his decision from his seniors / experts / trainers.
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These help us in developing people. In diagnostic workshops, we assess the competence of people
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Preparing a job design which is stimulating, interesting, motivating and challenging to the employee and adding aspects like skill variety, task identity,task significance, etc.
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What is QWL ?
Quality of work life when we are able to improve the quality of work life, improve work culture, work environment, it is called QWL
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Employer may not give job during zero hour it is part of casualisation
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What is Macdonaldisation?
Here the job is broken in small components and each worker is trained in one small component and thus there is a possibility of replication of work on huge scale. Thus trained workers can produce in huge quantity. Jobs are systematically structured. Same working conditions and environment is created all over the world (it is similar to Taylorism of Scientific management)
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What is commodification ?
Today we find every product is being converted into commodities work is also converted to commodification by converting the work into a repeatitive activity
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Instead of 7 days work, just work for 4 day but work more per day
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People can reschedule their time as per their requirements instead of 10 to 5 work, you may work 7 to 2
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What is telecommuting ?
Here a person can work while travelling or at home laptop and remove equipments help
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Here there is one organisation which provides BPO services and handles customer queries / grievences etc.
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Download links....
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Links
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Be
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ADDITIONAL LINKS
http://www.scribd.com/doc/6583303/Reasoning-Aft
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THANKS....
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