Podcast
Questions and Answers
What is Organization Development (OD) primarily aimed at achieving?
What is Organization Development (OD) primarily aimed at achieving?
What does the three-step model of change by Kurt Lewin include as its first step?
What does the three-step model of change by Kurt Lewin include as its first step?
Unfreezing
According to the Change Management Framework, what is the final step after consolidating improvements and producing more change? Refinin______
According to the Change Management Framework, what is the final step after consolidating improvements and producing more change? Refinin______
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Match the components of the Mindspace model with their descriptions:
Match the components of the Mindspace model with their descriptions:
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Equifinality concept means that there is only one path to reach a goal.
Equifinality concept means that there is only one path to reach a goal.
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Which of the following is a key aspect of Organization Development?
Which of the following is a key aspect of Organization Development?
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What is the primary focus of Action Research in Organization Development?
What is the primary focus of Action Research in Organization Development?
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What is the main goal of a complexity approach in Organization Development?
What is the main goal of a complexity approach in Organization Development?
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How does social construction contribute to Organization Development?
How does social construction contribute to Organization Development?
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What is the primary focus of Organization Development interventions using behavioral science?
What is the primary focus of Organization Development interventions using behavioral science?
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What is the primary role of OD practitioners in the change management process?
What is the primary role of OD practitioners in the change management process?
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Which of the following is NOT a step in the three-step model of change by Kurt Lewin?
Which of the following is NOT a step in the three-step model of change by Kurt Lewin?
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What is the primary focus of the Change Management Framework by Kotter?
What is the primary focus of the Change Management Framework by Kotter?
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Which of the following is a component of the Mindspace model?
Which of the following is a component of the Mindspace model?
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What is the main difference between change management plans and complexity-driven plans?
What is the main difference between change management plans and complexity-driven plans?
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Study Notes
Organization Development (OD)
- OD is a long-range effort to improve an organization's problem-solving and renewal processes, primarily through collaborative diagnosis and management of organizational culture.
- It involves utilizing behavioral science technologies, research, and theories to facilitate planned change.
Action Research
- Action research involves obtaining data from an organization's external environment, including stakeholders' perspectives and emerging threats or opportunities.
- It highlights the importance of bringing people together in dialogue to modify the organization's trajectory.
OD Process
- The OD process consists of four stages:
- Entry/contracting
- Diagnosing and enabling feedback
- Collaborative action planning and implementation
- Evaluating and institutionalizing change
Core Theories in OD
Planned Change
- Three-step model of change (Kurt Lewin, 1951):
- Unfreezing: recognizing the need for change
- Changing: diagnosing and testing new models of behavior
- Refreezing: evaluating and adopting new behavior
- Change management framework (Kotter, 1996):
- Establishing a sense of urgency
- Forming a powerful coalition
- Creating a vision
- Communicating the vision
- Empowering others to act on the vision
- Planning for and creating short wins
- Consolidating improvements and producing more change
- Institutionalizing new approaches
Change Management Framework
- Motivating change: creating readiness for change and overcoming resistance
- Creating a vision for change: describing the core ideology and constructing the envisioned future
- Developing political support: assessing change agent power and identifying key stakeholders
- Managing the transition: activity planning, commitment planning, and management structures
- Sustaining momentum: providing resources for change, building support systems, developing new competencies, and reinforcing new behaviors
Mind-Space Model (Dolan, 2010)
- Nine elements influencing behavior:
- Messenger (who communicates the information)
- Incentives (possible losses or gains of change)
- Norms (what others do)
- Defaults (what pre-set options are presented)
- Salience (what is novel and relevant to us)
- Priming (sub-conscious cues)
- Affect (emotions that shape our actions)
- Commitments (public promises)
- Ego (acting in ways to feel better about ourselves)
Systems Theory
- Equifinality concept (Bertalanffy, 1972): multiple paths to reach a goal, and what works for one organization may not work for another
- Open system concept (Katz and Kahn, 1966): organizations are influenced by their external environment, represented by concentric circles
Organization Development (OD)
- OD is a long-range effort to improve an organization's problem-solving and renewal processes, mainly through a more effective and collaborative diagnosis and management of organizational culture.
Definition of Organization Development
- OD is a planned process of change in an organization's culture through the utilization of behavioral science technologies, research, and theories.
- OD aims to increase organization effectiveness and health through planned interventions using behavioral science.
- The goal of OD is not just organization effectiveness or performance but also organization health and sustainability.
OD Process
- The OD process consists of four stages:
- Entry/contracting once the need for change is recognized
- Diagnosing and enabling feedback on the organization's current state
- Collaborative action planning and implementation of interventions
- Evaluating and institutionalizing or sustaining change
Core Theories in OD
Planned Change
- Kurt Lewin's Three-Step Model of Change (1951):
- Unfreezing: faced with a dilemma or disconfirmation, the individual or group becomes aware of a need to change
- Changing: the situation is diagnosed and new models of behavior are explored and tested
- Refreezing: application of new behavior is evaluated, and adopted if seen to reinforce change
- John Kotter's Change Management Framework (1996):
- Establishing a sense of urgency
- Forming a powerful coalition
- Creating a vision
- Communicating the vision
- Empowering others to act on the vision
- Planning for and creating short wins
- Consolidating improvements and producing more change
- Institutionalizing new approaches
- Change Management Framework:
- Motivating change (creating readiness for change, overcoming resistance to change)
- Creating a vision for change (describing the core ideology, constructing the envisioned future)
- Developing political support (assessing change agent power, identifying and influencing key stakeholders)
- Managing the transition (activity planning, commitment planning, and management structures)
- Sustaining momentum (providing resources for change, building support systems for change agents, developing new competencies and skills, reinforcing new behaviors and staying in the course)
- MINDSPACE Model (Dolan, 2010):
- Messenger (who communicates the information)
- Incentives (possible losses or gains of change)
- Norms (what others do)
- Defaults (what pre-set options are presented)
- Salience (what is novel and relevant to us)
- Priming (sub-conscious cues)
- Affect (emotions that shape our actions)
- Commitments (public promises)
- Ego (acting in ways to feel better about ourselves)
Action Research
- Action research involves obtaining data from an organization's external environment, such as the perspectives of stakeholders as well as emerging threats or opportunities.
Social Construction
- Social construction highlights the importance of bringing people together in dialogue to modify the trajectory of an organization by injecting alternative conversations and narratives into the system.
Complexity
- A complexity approach focuses on distributed leadership and influence, with change management plans that tend to be looser and allow for experimentation.
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Description
This quiz covers the concepts of Organization Development (OD) and Action Research, including their applications in improving organizational problem-solving and renewal processes.
