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ORGANIZATION DEVELOPMENT

INTRODUCTION

Overview
OD is a systematic process for applying behavioral

science principles and practices in organization to increase individual and organizational effectiveness OD emerged in late 1950s and early 1960. OD is about how people and organization function and how to get them to function better. OD programs are long term, planned , sustained efforts. Such efforts begin when a leader identifies an undesirable situation and seeks to change it.

Who does it?


OD is a long term effort led and supported by top

management, to improve an organizations visioning, empowerment, learning and problem solving process through an ongoing, collaborative management of org culture-with special emphasis o the culture of intact work teams and other team configurationsusing the consultant facilitator role and the theory and technology of applied behavioural science including action research.

CHARACTERSTICS OF OD
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OD focuses on culture and processes. Specifically OD encourages collaboration between organization leaders and members in managing culture and processes. Teams of all kinds are particularly important for accomplishing tasks and are targets for OD activities. OD focuses on the human and social side of the organization and in so doing also intervenes in the technological and structural sides. Participation and involvement in problem solving and decision making by all levels of the organization are hallmarks of OD.

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OD focuses on total system change and views organizations as complex social systems.
OD practitioners are facilitators, collaborators, co-learners with the client system. An overarching goal is to make the client system able to solve its problems on its own by teaching skills and knowledge. OD relies on an action research model with extensive participation by client system members. OD takes a development view that seeks the betterment of both individual and organization. Attempting to create win win solutions.

History of OD
OD emerged largely from applied behavioral science

and has four stems: 1. The invention of the T group and innovation in application of laboratory training insights to complex organizations. 2. The invention of survey feedback technology. 3. The emergence of action research 4. The evolution of the Tavistock sociotechnical and socioclinical approaches.

The Laboratory Training Stem


The T-Group

In 1947, the National Training Laboratories Institute began in Bethel, ME. They pioneered the use of T-groups (Laboratory Training) in which the learners use here and now experience in the group, feedback among participants and theory on human behavior to explore group process and gain insights into themselves and others. The goal is to offer people options for their behavior in groups. The T-group was a great training innovation which provided the base for what we now know about team building. This was a new method that would help leaders and managers create a more humanistic, people serving system and allow leaders and managers to see how their behavior actually affected others. There was a strong value of concern for people and a desire to create systems that took people's needs and feelings seriously.

Objectives of T-Group Learning


The T-Group is intended to provide you the opportunity to: Increase your understanding of group development and dynamics. Gaining a better understanding of the underlying social processes at work within a group (looking under the tip of the iceberg) Increase your skill in facilitating group effectiveness. Increase interpersonal skills Experiment with changes in your behavior Increase your awareness of your own feelings in the moment; and offer you the opportunity to accept responsibility for your feelings. Increase your understanding of the impact of your behavior on others. Increase your sensitivity to others' feelings. Increase your ability to give and receive feedback. Increase your ability to learn from your own

National Training Laboratories


Kurt Lewin founded the National Training Laboratories,

known as NTL, an American non-profit behavioral psychology center, in 1947. NTL became a major influence in modern corporate training programs, and in particular developed the T-Group methodology that remains in place today. Lewin died early on in the project, which was continued by co-founders Ron Lippitt, Lee Bradford, and Ken Benne, among others. The NTL produced or influenced other notable and influential contributors to the human relations movement in post-World War II management thought, notably Douglas McGregor (who, like Lewin, also died young), Chris Argyris and Warren Bennis. The NTL continues to work in the field of organizational effectiveness. The original center in Bethel, Maine continues to operate, but the organization has moved its headquarters to Arlington, Virginia.

Robert Tannenbaum
Some of the earliest sessions of what would now be called team building were conducted by Robert Tannenbaum in 1952 and 1953 at the U.S. Naval Ordinance Test Station at China Lake, California. 2. Tannenbaum along with Art Shedlin also led what appears to be the first non degree training program in OD. The learning community in OD.
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Douglas McGregor
Douglas McGregor (1906 1964) was a

Management professor at the MIT Sloan School of Management. Douglas McGregor was an management consultant and management theorist who proposed a set of ideas about the practice of management. He was one of the first behavioral scientists to address the transfer problem and talk systematically about and to help implement the application of T-Group skills in complex organizations.

Herbert Shepard
He had a major impact on the emergence of OD.

In 1958 and 1959 Shepard launched three experiments in organization development at major Esso refineries. He conducted an interview survey that was discussed with the top management. The survey was followed by a series of three day laboratories for all members of management.

The Survey Research & Feedback Stem


Survey research and feedback a specialized form

of action research constitutes the second major stem in the history of organization development. The history of this stem revolves around the techniques and approach developed over a period of years by staff members at the Survey Research Centre of the University of Michigan.

The Socio Technical & Socioclinical Stem


The fourth stem in the history of OD is the

evolution of socioclinical and sociotechnical approaches to helping groups and organizations. The clinic was found in 1920 as an outpatient facility to provide psychotherapy based on psychoanalytic theory and insights from the treatment of battle neurosis in world war -I

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