APPROACHES AND MODELS

Introduction:

Organizational Development highlights the need to achieve the organizational mission in a planned way ,using different forms of behavioral science knowledge (Griffen and cole 1984) This is a complex strategy to change the beliefs, attitudes, values and structure of org. so that they can adapt new technology, markets and challenges (Bennis 2000).

OD is a growing field and different org. make use of different models and tools to use it effectively. Characteristics of OD models:
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Explicative Schematic/mathematical

Different Models and Approaches of OD

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The Rational goal Approach:- org. are structures designed to accomplish specific goals. The human relations Approach:-The key focus of this model is that strategic change in the org. is possible through knowledge, skills and abilities of the people of the org. The internal process Approach:-This Approach target internal process for change ,primarily analyzing the operational or process related inefficiencies. The open system Approach:-It emphasizes value evolution, tactics, and data base decision making. The competing values Approach:-belief of this approach is that the value of the org. must change to adopt to both internal and external environment.

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The legitimacy Approach:-The strategic, normative and evolutionary value of this approach emphasize the need for the formal education. The strategic constituencies Approach:-It is another planned org. change model in which the change is carried out by dynamic and charismatic leader with support from org. stakeholder. Fault-driven Models:High performing systems models:-planned org. change approaches that aim at resource acquisition, external support, and internal productivity and efficiency.

ORGANIZATIONAL DEVELOPMENT MODELS

Likerts System Analysis

The four systems of management system or the four leadership styles identified by Likert are: System 1 - Exploitative Authoritative System 2 - Benevolent Authoritative System 3 - Consultative System 4 - Participative:
The four management systems have been compared with one another on the basis of certain organizational variables which are: Leadership processes Motivational forces Communication process Interaction-influence process Decision-making process Control processes

ACHIEVE MODEL(1/2)

Model lies in assumption that organization can gain competitive advancement through HR. Provides appropriate ideas to efficiently manage HR to make them performer. Is, in essence, a performance management approach.

Seven factor of ACHIEVE MODEL:

A-Ability. C-Clarity.(understanding) H-Help.(organizational support) I-Incentive.(motivation factor) E-Evaluation.(performance feedback) V-Validity. E-Environment.

ACHIEVE MODEL(2/2)
Organizational envionment Performance Result

Ability motivation understanding

Feedback

SUMMARY

OD is a planned change based on the understanding of environment, benchmarking and action research OD-Learning process. Presentation dealt with various model of organization change and development, real application of these model in organization depends to great extent on the nature and type of change that the organization intends to have.