Sree Narayanaguru Institute of Management Studies: Faculty Name: Course Name: Unit 2

Sree Narayanaguru Institute of
Management Studies
Faculty Name: Dr. G. Bhuvaneswari, Professor
Course Name: Organisational Development
Unit 2:Operational and Maintenance components of OD

OPERATIONAL COMPONENTS OF O.D
 An OD Program starts with diagnosing the system and its Processes to provide an
accurate account of things as they really are.
 The objective is to acquire valid information about the status quo, current problems,
and opportunities, and effects of actions as they relate to goal-attainment.
 There are three operational components of OD
 Diagnostic components of OD
 Action components of OD
 Process components of OD
Diagnostic components of OD
 It means Continuous collection of data about total system, its subunits, its
processes, and its culture.
 Diagnosis is a collaborative process between organizational members and the
OD consultant to collect pertinent information, analyze it, and draw conclusions
for action planning and intervention.
 Two Areas analyzed:
 (1) The Various Subsystems that make up the total organization.
 (2) The Organization Processes
 The OD Practitioner may work with one subsystem and move to another subsystem,
and then extend to the total organization.
 The initial focus could be in the total organization and then move to selected
subsystems.
 In practice, the OD practitioner work simultaneously both in the specific target group
and in the processes found in that group.
 At this point, it is important to consider how the information is collected and handled.
 To accomplish the goals of OD, activities in the client system called intervention are
employed.
 These interventions are sets of structural activities in which selected organization units
(target groups or individuals) engage in tasks which are directed towards organizational
improvement.
 The essential parts of most OD interventions are:

 Planning Actions
 Executing Actions, and
 Evaluating the consequences of actions
 OD interventions activities have two-fold goals:
 Learning Goals
 Educational Goals
 Weisbord identifies six critical areas where things must go right if organization
is to be successful.
 According to him, the consultant must attend to both formal and informal
aspects. This model is still widely used.
1. Purposes: What Business Are we in?
2. Helpful Mechanisms: Do we have adequate technologies?
3. Rewards: Do all needed tasks have incentives?
4. Structure: How do we divide up the work?
5. Relationships: How Do we manage conflict Among people? With
technologies? With Environment?
6. Leadership: what kind of leadership? Participative leadership needed?
Action components of OD
 Interventions are the actions taken to produce desired changes.
 Action plans are OD interventions specifically tailored to address issues at
individual, group, inter-group, or organizational levels as well as issued
related to selected processes.
 Four conditions that give rise to the need for OD interventions:
 The organization has a problem(corrective action-to fix it)
 Organization sees an unrealized opportunity(enabling action-to seize the
opportunity)
 Features of organization are out of alignment(alignment action to get things back
‘in sync’)
 Yesterday’s vision is no longer good enough(action for new vision – actions to build
necessary structures. Processes and culture to make new vision a reality)
 Intervention strategies are based on results of the diagnostic process and the
specified goals of the client system
Action Research Model
Action Research Model
 Action research process involves these steps
 1. Identifying the problem with discussions with the client.
 2. The OD practitioner then settles on what information should be gathered
through the use of interviews, questionnaires, performance data and process
observation. Then they further make a diagnosis on this through observation. The
diagnosis will be then presented to the group to identify what part of the research
needs improvement.
 3. After everything has been approved by the client, the planning and action
process is done. The implementation of new rules and procedures, work behaviors,
and others will take place.
 4. Since it is a cyclical process, data will be gathered even after the
implementation. This procedure will be done if there are still problems or mistaken
diagnosis present in the findings.
Process components of OD
 Cummings and Worley identified 5 sets of Process
activities
 Motivating Change
 Creating a Vision
 Developing Political Support
 Managing the Transition
 Sustaining Momentum
Process components of OD
 John P. Kotter’s 8-stage process for managing
organizational change:
 Establishing a sense of urgency
 Creating a guiding alliance
 Developing a vision and strategy
 Communicating the change vision
 Empowering a broad base of people to take action
 Generating short term wins
 Consolidating gains and producing even more change
Maintenance components of OD
 This component is concerned with self-analysis and self-reflection as a
means to self-improvement.
 Observation of Action Research Principles:Action research principles are
observed in goal-setting and feedback mechanisms to monitor and evaluate
actions.
 Acknowledgement of Ownership:Organization members acknowledge the
ownership of interventions and of the entire OD program.
 Cope up with problems and opportunities:The Process – Maintenance
Component models the ability to cope with problems and opportunities in the
internal and external environments.
 Testing the effectiveness:This component tests the effectiveness and
relevance of interventions.
 insures Intended consequences:It insures that the intended consequences do
not prevent the organization and the OD program’s goals.

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Sree Narayanaguru Institute of

Faculty Name: Dr. G. Bhuvaneswari, Professor

Course Name: Organisational Development

Unit 2:Operational and Maintenance components of OD

 The essential parts of most OD interventions are:

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