IOP3705 EXAM
PACK
, lOMoAR cPSD| 49074884
1. Define the concept of Organisation development and
provide a brief discussion of the 5 characteristics of OD
covered by the definition of Cumming and Worley. (15)
OD is a planned process of change in an organization’s
culture through the utilization of behavioral science technology,
research, and theory.
OD refers to a long-range effort to improve an organization’s
problem-solving capabilities and its ability to cope with
changes in its external environment with the help of external
or internal behavioral-scientist consultants.
OD is an effort (1) planned, (2) organization-wide, and (3)
managed from the top, to (4) increase organization
effectiveness and health through (5) planned interventions
in the organization’s “processes,” using behavioral
science knowledge.
OD is a system-wide process aimed at:
enhancing congruence between organizational structure,
process, strategy, people, and culture;
developing new and creative organizational solutions; and
developing the organization’s self-renewing capacity. It
occurs through collaboration of organizational members
working with a change agent using behavioral science theory,
research, and technology.
OD features :
OD applies to changes in the strategy, structure and
processes of an entire system, such as an organisation
2
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, lOMoAR cPSD| 49074884
OD is based on the application and transfer of
knowledge and skills to help the system manage
future change
OD is concerned with managing planned change
OD involves both the creation and the reinforcement of
change
OD is oriented to improving organisational effectiveness
Five Stems of OD Practice
Current Practices
Laboratory Training
Action Research/ Survey feedback
Normative Approaches
Quality of Work Life
Strategic Change
2. Discuss the general model of planned change. Was this
sequence of activities followed in the case study?
Substantiate your answer (15)
The General model of planned change arranges and puts
together models of change into four activities. It describes the
sequence which an organisation moves through when
performing change and specifies the organisation development
(OD) activities needed to effect change. The activities are
entering and contracting, diagnosing, planning and
implementing change and evaluating and institutionalising
change.
Entering and contracting
3
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()
, lOMoAR cPSD| 49074884
Entering and contracting helps managers decide either to
proceed or not to proceed with a planned change program
and to commit resources the process. It involves collecting
initial data to determine problems that the organisation is going
through, reasons for change or to determine the positive areas
for inquiry.
Diagnosing
This is the second phase and it is the process of understanding
a system’s current functioning. It consists of gathering,
analysing and feeding back data. The focus is on
understating the organisation problems, what the causes and
the effects of those problems are and or understanding the
positive elements of the organisation, what strong points the
organisation can develop. Diagnosing can happen at
organisation level, group level of individual level. Organisation
level involves the total system. At group level issues are
associated with department and group effectiveness and at
individual level issues involve the way jobs are designed and
performed.
Planning and implementing change
The OD consultant and the organisation members now work
together to plan and put into operation OD intervention. They
design interventions to achieve the organisation vision and
goals and they make action plans to implement them. There
are several criteria for designing intervention, including
organisation readiness for change, its current change
capabilities and its culture and power distribution. Main focus
is on directing and managing the change, creating a desired
4
Downloaded by Vincent master ()
PACK
, lOMoAR cPSD| 49074884
1. Define the concept of Organisation development and
provide a brief discussion of the 5 characteristics of OD
covered by the definition of Cumming and Worley. (15)
OD is a planned process of change in an organization’s
culture through the utilization of behavioral science technology,
research, and theory.
OD refers to a long-range effort to improve an organization’s
problem-solving capabilities and its ability to cope with
changes in its external environment with the help of external
or internal behavioral-scientist consultants.
OD is an effort (1) planned, (2) organization-wide, and (3)
managed from the top, to (4) increase organization
effectiveness and health through (5) planned interventions
in the organization’s “processes,” using behavioral
science knowledge.
OD is a system-wide process aimed at:
enhancing congruence between organizational structure,
process, strategy, people, and culture;
developing new and creative organizational solutions; and
developing the organization’s self-renewing capacity. It
occurs through collaboration of organizational members
working with a change agent using behavioral science theory,
research, and technology.
OD features :
OD applies to changes in the strategy, structure and
processes of an entire system, such as an organisation
2
Downloaded by Vincent master ()
, lOMoAR cPSD| 49074884
OD is based on the application and transfer of
knowledge and skills to help the system manage
future change
OD is concerned with managing planned change
OD involves both the creation and the reinforcement of
change
OD is oriented to improving organisational effectiveness
Five Stems of OD Practice
Current Practices
Laboratory Training
Action Research/ Survey feedback
Normative Approaches
Quality of Work Life
Strategic Change
2. Discuss the general model of planned change. Was this
sequence of activities followed in the case study?
Substantiate your answer (15)
The General model of planned change arranges and puts
together models of change into four activities. It describes the
sequence which an organisation moves through when
performing change and specifies the organisation development
(OD) activities needed to effect change. The activities are
entering and contracting, diagnosing, planning and
implementing change and evaluating and institutionalising
change.
Entering and contracting
3
Downloaded by Vincent master
()
, lOMoAR cPSD| 49074884
Entering and contracting helps managers decide either to
proceed or not to proceed with a planned change program
and to commit resources the process. It involves collecting
initial data to determine problems that the organisation is going
through, reasons for change or to determine the positive areas
for inquiry.
Diagnosing
This is the second phase and it is the process of understanding
a system’s current functioning. It consists of gathering,
analysing and feeding back data. The focus is on
understating the organisation problems, what the causes and
the effects of those problems are and or understanding the
positive elements of the organisation, what strong points the
organisation can develop. Diagnosing can happen at
organisation level, group level of individual level. Organisation
level involves the total system. At group level issues are
associated with department and group effectiveness and at
individual level issues involve the way jobs are designed and
performed.
Planning and implementing change
The OD consultant and the organisation members now work
together to plan and put into operation OD intervention. They
design interventions to achieve the organisation vision and
goals and they make action plans to implement them. There
are several criteria for designing intervention, including
organisation readiness for change, its current change
capabilities and its culture and power distribution. Main focus
is on directing and managing the change, creating a desired
4
Downloaded by Vincent master ()
