Presented By: Group D.

Hussain Shahid Muhammad Khizer Alam Siddiqui Maham Siddiqi

OD Definition and Planning

Maham Khizer Hussain

OD Execution and Deliverables Conclusion about OD

Definition of OD Components of OD OD Planning Case Example Advantages of OD

 The primary goal of OD is to help all organizations achieve what they set out to do. OD is about capacity-building.

OD is more than organizational effectiveness and change management. Its concern is the triple bottom line: people, productivity, and the planet. It favors participation and collaboration, a respect for cultural diversity, and an acute awareness of the social/global context of organizations today.
OD is constantly evolving.

 When two or more people function together to achieve a common goal. The process of working together with organizations, its leaders and groups in bringing systematic changes to the root problems. The process in which the organization develops the capability and capacity of individual workers and managers most effectively and efficiently.

Organizational Reflection/Analysis

System Improvement

Planning

Self Analysis

 In organizational planning, the organization decides how it will reach its new goals and mission.
Do you need to change the structure? Are there inefficiencies in management and reporting that could be eliminated? Based on the organization's current culture, how are its members going to respond to change?

Are there training programs that you can implement that will help the organization move forward?

 Effective organizations periodically take stock of their strengths and weaknesses and the environment in which they work.
Strategic thinking and planning are integral to the way the organization works day-in and day- out. The organization recognizes the importance of adapting to change.

 Henrietta Zalkind, executive director of Down East Partnership for Children, shared her experience of strategic thinking and planning in the following way:

We started out with a vision of where we wanted to go; a vision of how to do better for kids and their families. The planning process helped us think about who we want to be three to five years from now. We came up with long-term programmatic goals, and everything had to fit under them. We are developing benchmarks to show progress towards these goals.

 Now we all have work plans with short-term objectives, and all of our evaluation work is based on outcomes and links to DEPCs long term goals. Then we work strategically to build peoples capacity to meet those goals.

It improves organizational communication. Enhances the intelligence, leadership and managerial ability of the organization. OD assists for managerial development, especially for newly appointed managers. Sets goals for future and brings new ideas and plans for organizational development. Brings effectiveness in terms of business growth and profit.

Outline
OD EXECUTION & DELIVERABLEs

Execution

Deliverable

Process focused techniques

Structure focused Tecniques

OD Execution techniques for Planned change

OD implementation techniques

Structured Process focused Focused Techniques techniques

Process focused techniques

Emphasis is on process to accomplish change
techniques focus on improving individual and group processes in decision making, problem identification and problem solving, communication, working relationships, and the like.

Types of Process focused techniquess

survey feedback team building process consultation quality-of-worklife (QWL).

Survey Feedback
It is a change strategy as well as a diagnostic process
Long term orientation It is a 3 step strategy
Questionnaire completed by all members of a work group or whole organization In the second step, data are fed back to the organization members, usually during group meetings Finally, in the third step, specific plans for dealing with the problems identified by the survey are developed. Again, this usually takes place in group sessions where open discussion is encouraged

Team Building
Team building is a process of diagnosing and improving the effectiveness of group members with particular attention to performance and collaboration within the group, especially the role of the leader in relation to other group members

Strategies of Team building

Development of interpersonal relations
Following this, group members can evaluate the organization's performance .

Goal setting
Team building may begin by having organization members define the goals of the work group or firm. Different perceptions may surface.

team process analysis Role analysis

each team member's role can be identified and clarified. Previous ambiguities may be brought to the surface
key processes that go on within the team are analyzed to identify how these processes might be improved, resulting in greater team effectiveness.

Quality of Work Life

A growing recognition of the importance of simultaneously improving both the value of employees psychological experiences at work and workers productivity. This is embodied in QWL change It includes any activity undertaken by any work group or whole organization to improve -adequate and fair compensation; -safe and healthy working conditions; -opportunity to use and develop personal -capabilities -opportunity to grow and progress in a career;

-opportunity to participate in decisions

- protection from arbitrary and unfair treatment; and opportunity to satisfy social needs

Structure focused techniques

Involve change in company structure to accomplish goals
Techniques may focus on change in tasks or change in means of setting goals as well as strategic plans to accomplish those goals

Approaches
Goal setting Job redesign Quality circles Strategic planning

Goal Setting
Goal setting is a method of coordinating individual employees efforts toward overall organization goals
employee participation in goal setting group members have some control over work environment goal setting organization wide --- customized for different levels of managment

Job Redesign
Job redesign can be defined as a deliberate, planned restructuring of the way tasks are performed with the purpose of improving performance.
Accomplish by a range of techniques:-

--job enrichment, rotation, enlargement,engineering, autonomous task groups, increasing empolyee involvement in DM process
Beyond a certain level, employees want much more of of jobs

Quality circles
A quality circle is a voluntary group of five to ten members, typically from similar jobs or the same work group, who meet periodically to identify and solve workrelated problems
Groups focus on departmental and organizational goals and submit proposals for change to management. A steering committee- typically review proposals, accept or reject them, and allocate resources for implementation

Develop a Mission Evaluate results

Conduct a critical analysis of the internal environment

Implement the strategy

Strategic planning

Conduct a critical analysis of the external environment

Develop evaluation procedures

Preparing planning assumptions

Communicating strategy

Develop a strategy

CASE EXAMPLE
British Airways Unveils New Identity The story of British Airways is described as one of the most widely used inspirational accounts of changing culture (Grugulis & Wilkinson, 2002). British Airways brought together thousands of people in the shape of a globe to create a compelling image for one of its television commercials, and more recently imposed a giant model of Concorde on Times Square. According to BA, the companys new identity was based on what is believed to be the largest consumer research exercise in the history of the travel industry. It was introduced through what is believed to be the worlds largest satellite corporate television broadcast using 13 satellites, transmitting pictures from almost 25 different places to 126 locations in 63 countries across five continents. According to CEO Bob Ayling, Some people abroad saw the airline as staid, conservative and a little cold characteristics used to describe Britain as a whole. We need a corporate identity that will enable us to become not just a UK carrier but a global airline that is based in Britain, said Ayling. The identity we unveiled is that of a global, caring company, more modern, more open, more cosmopolitan, but proud to be based in Britain

OD deliverables
Employee orientations

Program timelines
Employee skill assessments and development plans Employee core competencies and job skills requirements Mentoring/coaching program processes Organizational business plans Program instructional materials Recruiting (external) and promotion (internal) program materials

Case Example; MORALE ASSOCIATES

Morales Associates understands the power of culture and its impact on the strategic objectives of your enterprise. We address the learning and development needs of multicultural leaders and teams, and help your enterprise reach goals that require cultural intelligence, in all its forms. Stakeholders working together as equal partners - interdependently and inclusively - is the measure of a vibrant and effective culture that can turn strategy into reality. Weve guided the senior executive team of a global, Europe-based home products retailer toward a diversity and inclusion strategy for the multi-cultural realities of the North American market. Weve helped the executive team and board of directors of a Latin America-based agribusiness clarify their strategic focus, identifying actions and measures for effective execution. Weve provided executive coaching and development planning for multicultural research scientists, marketing and operations professionals of a global medical products company. Weve designed targeted leadership sessions for multicultural professionals in research and development, marketing, operations, finance, engineering and information technology. Weve facilitated development programs for multi-cultural managers of a global sports marketing and manufacturing firm in Asia, Europe, Latin America and United States. Weve coordinated the interface between regional business units and new leadership during a shift in strategic direction at a telecommunications company.

Hussains Part:
Analyze the organization and its need for change Create a shared vision and common direction

Reinforce and institutionaliz e change

Communicat e and involve people

Craft an implementati on plan

Good Understanding

Proper Response Adaptability