Organization Development Overview

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Questions and Answers

What is a core principle of Organization Development (OD) regarding lasting change?

Lasting change can be achieved from minimal involvement by members of the organization.

Organizational changes should only focus on structural adjustments.

System members must develop their competence to manage their own futures for change to be effective. (correct)

Change must be dictated by external consultants for optimal results.

Which of the following best describes a primary goal of organization development?

To improve the quality of life for individuals within organizations. (correct)

To prioritize efficiency gains only, without regard for human well-being.

To ensure that control is maintained by top management.

To solely focus on increasing shareholder value and profits.

What is a key aspect of OD programs, in relation to individuals?

To ensure strict adherence to organizational policies.

To promote individual compliance to existing organizational structures.

To promote a passive role for employees.

To enhance individual development and growth. (correct)

What is a characteristic of Organization Development (OD) efforts, according to the text?

They are planned, organization-wide efforts. Signup and view all the answers

Which of the following models of consulting involves a consultant diagnosing problems and prescribing solutions?

The doctor-patient model Signup and view all the answers

What is the role of behavioral sciences in Organization Development?

They are used to design both the methods and the focus of OD interventions. Signup and view all the answers

In the 'purchase of expertise' consulting model, what does the consultant typically provide?

Information or expertise not readily available within the organization Signup and view all the answers

When a leader hires a consultant to survey employees or consumers, which model of consultation is being employed?

Purchase of expertise model Signup and view all the answers

What significant frustration did trainers working with social systems experience when attempting to use T-group methods?

Difficulty in transferring behavioral skills and insights from T-groups to solve organizational problems. Signup and view all the answers

Which of the following is considered a key early link to the organizational focus of Douglas McGregor, Herbert Shepard, and Robert Blake?

The training of 'teams' from the same organization. Signup and view all the answers

The application of T-group techniques to organizations, aimed at improving work group effectiveness, eventually became termed:

Team building Signup and view all the answers

Which of the following best describes the primary purpose of action research as it emerged in the 1940s?

To link research closely to action so that organizations could use research to manage change. Signup and view all the answers

What was a primary benefit for organizational members participating in action research?

They could use research about themselves to guide action and change. Signup and view all the answers

What was one significant contribution of the work of John Collier, Kurt Lewin, and William Whyte to the field of Organizational Development (OD)?

The identification of the need to link research with organizational change actions. Signup and view all the answers

What was a key component of the data collection cycle in action research?

Continued data collection after implementation of solutions to assess effectiveness. Signup and view all the answers

In the context of action research, what was the dual benefit?

Organization members used research to guide action; and social scientists developed new knowledge. Signup and view all the answers

According to Likert's research, what is the primary consequence when managers fail to discuss survey results with subordinates and create improvement plans?

Little to no significant change in the organization. Signup and view all the answers

What was a key finding from the action research/survey feedback studies?

Data feedback sessions led to more positive change than traditional training course. Signup and view all the answers

What makes the action research/survey feedback method effective?

It addresses the system of human relationships as a whole and in the context of each individual’s job. Signup and view all the answers

What key element defines the core structure of a T-group in laboratory training?

A small, unstructured group learning from interactions. Signup and view all the answers

When did laboratory training and T-groups originate?

In 1946 when Kurt Lewin and his team began work on training community leaders. Signup and view all the answers

What approach to management does Likert's System 1 (Exploitative authoritative) exhibit?

An autocratic, top-down leadership style relying on punishment and limited rewards. Signup and view all the answers

Which system is characterized by limited lateral interaction, and a primary downward communication approach?

System 1 (Exploitative authoritative) Signup and view all the answers

What was the original purpose of the workshop created by Kurt Lewin's team?

To train community leaders and discuss problems. Signup and view all the answers

In Likert's framework, where does decision-making and control primarily reside under System 1?

Primarily at the top of the organizational hierarchy. Signup and view all the answers

How did the feedback sessions evolve to become a key component of the T-group?

Community leaders requested to observe the researchers' feedback sessions and this became an integral part of the T-group experience. Signup and view all the answers

What were the two key conclusions drawn from the initial T-group experiment?

That feedback about group interaction was a rich learning experience, and the process of ‘group building’ had potential for learning that could be transferred to “back-home’ situations. Signup and view all the answers

What is the expected outcome of implementing System 1 in an organization?

Mediocre performance due to limited team work. Signup and view all the answers

Why did the Office of Naval Research and the National Education Association provide financial support to the T-group movement?

They recognized the value and potential of group learning by backing the National Training Laboratories (NTL) Signup and view all the answers

What belief followed the practical advances from laboratory training and the survey-feedback stems?

That a human relations approach is a one-best-way to manage. Signup and view all the answers

What significant development occurred in 1947 within the field of laboratory training?

The introduction of Basic Skill Training Groups, later called T-groups. Signup and view all the answers

What can be said about Bethel, Maine's significance in the history of laboratory training?

It became an important site for NTL and subsequent laboratory training activities. Signup and view all the answers

What is a common trigger for the need for strategic change in an organization?

The lifting of regulatory requirements. Signup and view all the answers

Richard Beckhard's open system planning primarily focused on:

Analyzing an organization's environment and strategy. Signup and view all the answers

Strategic change models typically recognize that change:

Involves the culture of the organization at multiple levels. Signup and view all the answers

Why has strategic change significantly influenced OD (Organizational Development) practice?

It has broadened the skill set required of OD practitioners. Signup and view all the answers

What is a key characteristic that distinguishes OD from other behavioral science techniques?

Its perspective of the organization as a total system. Signup and view all the answers

OD programs utilize a systematic analysis of problems, and what else is also crucial?

Top management's active commitment. Signup and view all the answers

What is the ultimate goal of organization development programs?

To increase organizational effectiveness. Signup and view all the answers

What model do many organizational development programs frequently use?

The Action Research model. Signup and view all the answers

What is the primary emphasis of action research in the context of organizational improvement?

Collecting data, providing feedback, and implementing changes to improve performance. Signup and view all the answers

What is the initial step in the five-stage model of the organization development process?

Anticipating the need for change. Signup and view all the answers

What can cause organizational disequilibrium?

Technological, legal, social changes or competitive environment shifts. Signup and view all the answers

Why is a 'felt need' essential for organizational change?

It motivates individuals to adopt new approaches and behaviors. Signup and view all the answers

What was the message from the CEO of AT&T to top executives, regarding needed change?

He urged them to embrace a new way of operation, or leave the company. Signup and view all the answers

In the context of organization development, who is regarded as the 'client'?

The individual or organization receiving assistance. Signup and view all the answers

What is highlighted as a critical factor for a successful OD program after recognizing the need for change?

The relationship between the practitioner and the client system. Signup and view all the answers

What is the sequential progression of the organization development's five-stage model?

Each stage is dependent on the preceding one, requiring a logical sequence. Signup and view all the answers

Study Notes

Organization Development (OD)

OD aims to improve organizational and individual effectiveness through planned, systematic change.
OD utilizes behavioral science principles for process and content interventions.
A key belief is that system members need increased skills to control their destinies for long-term change.
Primary goals include organizational and individual development, with enhancing quality of life for individuals being a crucial aspect.

OD Consulting Models

Purchase of Expertise: Consultant is hired to provide specific information or expertise, often including recommendations.
Examples include surveys, post-merger organizational strategy, or new product marketing.
Doctor-Patient: Consultant diagnoses an organizational problem, identifies its causes, and prescribes a solution.

Laboratory Training (T-Groups)

Kurt Lewin is considered the founding father of OD, though the concept became widely accepted in the 1950s.
T-groups are small, unstructured groups where participants learn through interactions, fostering personal growth and understanding group dynamics.
Early T-group participants learned about interpersonal relations through feedback on their behavior.
This led to the formation of the National Training Laboratories (NTL), with facilities in Bethel, Maine.
Transferring insights from T-groups to complex organizational problems proved challenging, initially.
Team building, an application of T-group techniques, emerged as a means to enhance work group effectiveness.

Action Research/Survey Feedback

Action research was a second key element in OD's development.
Lewin, Collier, and Whyte saw research as closely linked with action, allowing people to enact the research findings.
Methods involved gathering data about the organization, analyzing issues, implementing solutions, and evaluating outcomes.
This approach was highly beneficial, enabling members to apply research to create change.
Important work from the 1940s showed that feedback to managers about employee perceptions improved organizational performance when the feedback was actively shared with and discussed by staff members.
Survey feedback to departments improved change effectiveness more than traditional training.

Participative Management and Strategic Change

Likert's Participative Management (System 4) found correlations with organizational effectiveness.
Organizations can adopt diverse management styles, ranging from exploitative (System 1) to participative (System 4).
Strategic change is often driven by external factors and top management.
Change requires OD practitioners to understand competitive strategy, finance, marketing, along with existing OD tools.

Stages of Organization Development

OD is an ongoing, multi-stage process.
OD considers the entire organization as an interconnected system of elements.
OD emphasizes individual, team, and organizational relationships.
A critical component is an organization-wide approach to functional, structural, and interpersonal considerations.
Successful implementation requires a systematic analysis, proactive top management involvement, and the application of OD principles.
Action research is a commonly used OD program model.
The change process generally follows a logical five-stage approach.

Stage One: Anticipating a Need for Change

The impetus for change begins with a perceived need for improvement in the organization.
This could arise from internal difficulties or external environmental shifts.
A manager's recognition of disequilibrium is a crucial first step.

Stage Two: Practitioner-Client Relationship

Establishing a relationship between the OD practitioner and the client system is important for successful change implementation.
This relationship influences the program's potential for success.

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Description

This quiz explores the key concepts of Organization Development (OD), including its goals, consulting models, and the role of T-groups. Learn about the behavioral science principles that underpin OD practices and the importance of individual and organizational effectiveness. Test your knowledge on how these frameworks contribute to fostering change in organizations.