20 Questions
What is the objective of inter-group confrontation?
To increase awareness of each other's activities
What is the key characteristic of a short-term win in the context of organizational transformation?
It is visible and related to the change effort
In the context of change, what is necessary for the new order resulting from any change to be institutionalized?
Clear communication of the change effort
What are some ways available for measuring the softer issues associated with change?
Interviews with individuals or focus groups, and an examination of turnover and absenteeism rates
According to Acko, what does it mean to resolve a problem?
Selecting a course of action that yields an outcome that is good enough
What is the 'research' approach to mess management, according to Acko?
A method heavily reliant on research-based scientific methods, techniques, and tools
What does it mean to dissolve a problem, as per Acko?
Change the nature and/or the environment of the entity in which it is embedded
What distinguishes the 'design' approach to problem solving, according to Acko?
Seeking to redesign the characteristics of the larger system containing the problem
What is the primary focus of organizational development (OD)?
Enhancing intact work teams
What is the role of top management in organizational development (OD)?
Essential support and involvement
What is the main goal of OD practitioners in organizational development?
To develop the client system's problem-solving ability through continuous learning
What type of learning does double-loop learning in OD focus on?
Process-oriented learning
What is the main focus of the process-oriented approach in organizational development (OD)?
Changing people's behaviors and organisational structures and cultures
According to Lewin's three-phase model of change, what is the first phase?
Unfreezing: Shake up people's habits, strengthen forces for change, weaken opposing forces
What is the focus of Stage 1a in the action research model of change?
Diagnose current situation, assess environmental factors, examine organisational purposes, structure, culture, and individual motivations
According to Pugh's principles, what should be considered when persuading participants of the need for change?
Consider the implications for various groupings, address people's jobs, career prospects, motivation, status, power, and the prestige of different groups
What is an important stage in the Organizational Development (OD) process?
Identifying who will guide the planning and implementation of the change
What specific competencies are required for an effective change agent?
Help define the problem, diagnose causes, offer alternatives
What technique was introduced by Beckhard and Harris to clarify required behaviors for change tasks and reduce ambiguity?
Responsibility charging
What should effective action plans be aligned with?
Change goals and priorities
Study Notes
- Principle 4 in Organizational Development (OD) process: change is most acceptable when initiated with successful, confident individuals and groups.
- Develop an action plan is a crucial stage in OD process, marking the phase of transitioning from an organization's current state to its desired future state.
- Identify who will guide the planning and implementation of the change is essential in this stage of the OD process.
- Define what exactly needs to change to achieve the vision is important.
- Where and at what level intervention should take place needs consideration.
- An effective change agent requires specific competencies, such as: help define the problem, diagnose causes, offer alternatives, lead implementation, and transmit learning.
- Beckhard and Harris introduced 'responsibility charging,' a technique to clarify required behaviors for change tasks and reduce ambiguity.
- Pugh designed an OD matrix to help with action planning, focusing on the type and level of change needed.
- OD interventions should consider the impact on different organizational subsystems, such as top management, management-ready systems, hurting systems, new teams, and support structures.
- Effective action plans should be relevant, specific, integrated, chronological, adaptable, and aligned with change goals and priorities.
- Surveys can be used to assess attitudes and morale and provide modifications to the action plan or implementation methods.
- Organizational mirroring involves feedback from various organizational groups to the host group about its perceived actions and behavior.
Explore the process-oriented approach in organizational development, which focuses on changing behaviors, structures, and cultures within the workplace. Learn about identifying stakeholders, addressing issues, and facilitating change within the organization.
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