OD ICCL CASE

Topics: Management, Organization development, Change management Pages: 14 (4386 words) Published: January 21, 2014

OD INTERVENTION IN ICCL (INDIAN CHEMICAL COMPANY LIMITED)
ORGANISATIONAL DEVELOPMENT  
         Organization Development (OD) is a planned, organization-wide effort to increase an organization's effectiveness and viability. Warren Bennie, has referred to OD as a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organization so that they can better adapt to new technologies, marketing and challenges, and the dizzying rate of change itself. OD is neither "anything done to better an organization" nor is it "the training function of the organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization's "processes," using behavioral science knowledge as well as organizational reflection system improvement; planning and self-analysis . OD is long term efforts led and supported by the top management, to improve an organization's vision, empowerment, learning and problem solving process through an ongoing collaborative management of an organization's culture with special emphasis on the culture of intact work team and other team configuration utilizing the consultant facilitator role and the theory and technology of applied behavioral science, including action research.  Organizational development simply may be described as a methodology or technique used to effect change in organization or section of the organization with a view of improving the organization effectiveness. It has following attributes:-       A planned process of change

      Applied behavioral science approach
      Aims at the change of organization culture
      Aims at reinforcement of organization culture
      Applies to an entire system of an organization
      Targets long term institutional activity
      A process managed by top management
DIFFERENT  CHARACTERISTICS OF ORGANISATIONAL     DEVELOPMENT  VALUE OF ORGANIZATION
 As we can say that value of any organization is very important for its success, Stephen Robin (1986. p.461) expressed these human value more concisely as follows:-

      The individual should be treated with respect and dignity       The organization climate should be characterized by trust and support       Problem and conflict should be conformed not be avoided       People affected by change should be involved in the implementation  ORGAZINATIONAL DEVELOPMENT APPORACH

    The distinction between Lewin's and action research model is in the respective nature of action research. Lewin's model is the once only intervention. Buchanan and Huczyniski (1997) give seven steps that are as follows for intervention:-

      Scouting
      Entry
      Diagnosis
      Planning
      Action
      Establishing and evolution
      Termination
ORGANIZATIONAL DEVELOPEMANT INTERVENTION
The existence of certain condition in an organization which may be described as the internal environment is sometimes assumed. Those who have been in an organization for too long cease to be conscious of such an environment and probably only new comers notice such a condition. Different interventions are used when a need arises to change those conditions. Some of those interventions are as given below:-

      Culture Analysis
      Process Consultation
      Structure change
      Team Building
      Role Negotiation
Some others characteristics are as follows:-
     Focus on culture and process
      Encourage collaboration between organisational leader and members in managing culture and process       Focus on standarisation of the organisationan
      Focus primarily on the human and social side of the organisation       Team of all kinds are particularly important for task accomplishments

EVOLUTION OF ORGANISATIONAL DEVELOPMENT IN INDIA
 In India, O.D. and planned change started in the early 1960s. A group of Indian professionals trained at the National...

Bibliography: 1)      Gupta R K (1986) and Gingotria ,organizational Development in marketing office, IBH publishing co.pvt limited
2)      Block p (1981) Flawless consulting , san diego ca pfeiffer and company
3)      French .W.L and Bell jr., c,h (1991)Organizational Development : Behavioral science .intervention for organizational development 6th edition ,prentice Hall ,New jersey
4)      Richard Arvid Johnson (1976)
5)      Kurt Lewin (1958). Group Decision and Social Change. New York: Holt, Rinehart and Winston. pp. 201
6)      Richard Arvid Johnson (1976)
7)      Richard Arvid Johnson (1976). Management, systems, and society : an introduction. Pacific Palisades, Calif.:
           Goodyear Pub
    8)  Richard Beckhard (1969). Organization development: strategies and models. Reading, Mass.: Addison-
         Wesley.    pp. 114.
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