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Chapter One
Organization Development Interventions
Organization is the primary source of maximum wage earners in where we have to pass
about 30-40 years of life. So, developing & moderating family place is not so important
than organization development.
But most of the cases, we forget to calibrate the role of organization development &
pay a negative attitude toward the key driver of development, individual employee. It
should be changed, moderated & intervened while focusing on the importance of OD
Interventions.
Organization Development Interventions
Time Limitation is the only limitation we have faced while preparing the report. Due to
time limitations many aspects may not be discussed properly in the report.
Organization Development Interventions
Chapter-Two
Literature Review
Organization Development Interventions
There is some important facet to ensure the individuals job satisfaction. The author
mentions some important factors of OD to increase the employee satisfaction, and they
are: work rewards, flexible time, security, open communication, career growth plans,
job enrichment etc. The author also mentioned the increase of those factors will increase
the employee’s job satisfaction and productivity of their work and also for their quality
of life.
Behavior Modeling
Behavior modeling in the workplace, a component of social learning theory, is the act
of showing employees how to do something and guiding them through the process of
imitating the modeled behavior. Behavior modeling has practical applications for daily
work tasks as well as deeper applications for developing company culture. (David
Ingram)
Organization Development Interventions
Career Planning
Employee Empowerment
Self-Managed Teams
The study defined a self-managed team as “a group of employees who have day-to-day
responsibility for managing themselves and the work they do. Members of self-
managed teams typically handle job assignments, plan and schedule work, make
production-related decisions, and take action on problems.
Besides, members of self- managed teams work with a minimum of direct supervision.
As such, the teams are not quality circles or cross-functional task groups. These teams
are characterized by:
Organization Development Interventions
Self – managed teams will remain part of the organizational landscape. There are at
least thirty years of research on the benefits and cost of these forms of groups. At the
same time, the nature of work is changing to be more distributed, global, and with a
premium on knowledge work. One interesting challenge is how one can retain the basic
desirable features of a self – managed teams and at the same time adapt it to a changing
work environment. (Paul S. Goodman and Uriel J. Haran)
Stress Management
According to Swanepoel (1998) work related stress has been a topic that has received
increasing attention, in the area of occupational health over the last three decades. These
authors were of the opinion that the world, especially the world of work and business,
has become increasingly subject to fast changing forces like increased competition, the
pressure of quality, innovation and an increase in the pace of doing business. The
demands on employees grew equally dramatically and this created stress within
employees.
Apart from stress that arose from the work situation, other sources of stress could relate
to personal factors such as relationships with others and use of free time. Stress can
therefore be described as the adverse psychological and physical reactions that occur in
an individual as a result of his or her inability to cope with the demands being made on
him or her. (Moorhead and Griffen, 1998)
According to Harrison (1985), quality of work life is the degree to which the working
organization contributes to material and psychological well-being of its members. The
Quality of work life as “a process of joint decision making, collaboration and building
mutual respect between management and employees”, it is concerned with increasing
labor management co-operation to solve the problems, improving organizational
performance and employee satisfaction.
Taylor, through his time and work study, division of labor and incentive schemes, tried
to improve the quality of work life of employees. Through incentive schemes and
division of labor, Taylor contributed towards quality of work life.
With the help of time-work study and motion study, Taylor viewed that workers can be
briefed exactly on what is to be done, when, where and how, leaving practically
nothing to their discretion. Taylor has put his thoughts in print in his book “the
Principles of Scientific Management” in 1911 which was the most popular work of that
period, and influenced not only the American Industry, but Industry all over the world.
Organization Development Interventions
Work Redesign
According to Alber (2007), Work redesign is designing and redesigning jobs in such
a way that they become attuned to what individual employees are able and willing to
do as an important issue in the world of work today. Job redesign aims to improve jobs
in the organization.
According to Turner & Lawrence (2005), The goal of job design and job redesign is
to reconstitute jobs or work roles in terms of work functions and worker capabilities
that are both appealing to individuals and are in alignment with the organization’s
strategy and vision.
Job redesign can improve organizational performance through job rotation, horizontal
job enlargement, vertical job enlargement and the creation of autonomous working
groups. In job rotation, workers can change places from time to time. Under this system
the job of each worker may be simple, but variety is introduced as they swap places.
Workers can learn to carry out any number of the tasks, instead of staying put at one
position on the line. (Slocum & Sims, 2000)
Training
Isyaku postulated that the process of training and development is a continuous one.
According to Cole in his book Personnel and Human Resource Management,
training is a learning activity directed towards the acquisition of specific knowledge
and skills for the purpose of an occupation or task. The focus of training is the job or
task for example, the need to have efficiency and safety in the operation of particular
machines or equipment, or the need for an effective sales force to mention but a few.
According to George Odiome, MBO is "a process whereby superior and subordinate
managers of an Organization jointly define its common goals, define each individual's
major areas of responsibility in terms of results expected of him and use these measures
as guides for operating the unit and assessing the contribution of each of its members."
According to John Humble, MBO is "a dynamic system which seeks to integrate the
company's needs to clarify and achieve its profits and growth goals with the manager's
need to contribute and develop himself. It is a demanding and rewarding style of
managing a business."
Organization Development Interventions
Chapter 3
Methodology
Organization Development Interventions
We have collected data from secondary sources where internal & external
environmental sources are available. Prior research report, different books &
periodicals, previous reports, journals & so on are used as the source of
information. Moreover, various library sources like textbooks also have been used to
compile the study properly.
For processing data what we gathered, we have used the different types of computer
software’s are used for reporting the gathered information from the analysis, such as
Microsoft Word, Microsoft Power Point & so on.
Construction of Study
Literature Review
Analysis Phase
Collection of Data
Analysis of Data
Interpretation & Findings
Chapter 4 Analysis
Organization Development Interventions
Behavior modeling in the workplace, a component of social learning theory, is the act
of showing employees how to do something and guiding them through the process of
imitating the modeled behavior. Behavior modeling has practical applications for daily
work tasks as well as deeper applications for developing company culture.
Behavior Modeling acts through some attempts which refers to its process.
Modeling: Candidates watch live or videos examples that shows the correct
behavior in a problem situation.
Role Playing: Candidates rehearse and practice on some of the problem
situation in a simulated environment.
Feedback: The supervisor provides constructive feedback to all the candidates.
Execution: Candidates are encouraged to apply their newly acquired skills
when they are back on their jobs.
The reasons behind implementing Behavior Modeling in the workplace are as follows:
Engage Employee
It helps employees to engage in positive manner in any problem situation which
emerges future success & betterment.
Organization Development Interventions
Career is a sequence of attitudes and behaviors associated with the series of job and
work-related activities over a person’s lifetime. According to Schermerhorn, Hunt,
and Osborn, “Career planning is a process of systematically matching career goals and
individual capabilities with opportunities for their fulfilment.”
This will help the employee know in which direction he is moving, what changes are
likely to take place, what kind of skills are needed to face new and emerging
organizational challenges to overcome those successfully, effectively & efficiently.
The process of planning about the career involves current and potential abilities that
reveal the self-perceptions of an individual. Here are few of the advantages of career
planning:
Develop Competencies
Career planning motivates and encourages an employee to develop competencies for
higher level jobs. The competencies can be conceptual, interpersonal and technical.
Creativity
Career planning is needed to increase employee creativity. It is needed for innovation
in organization. It can be led to entrepreneurship within the organization.
Organization Development Interventions
Employee Retention
Career planning is needed for retention of qualified employees in the long-term. This
is needed to decrease costs of recruitment, selection and training.
Motivation
Career planning motivates employees for higher performance. Upward movement in
organization is based on the quality and quantity of performance.
Job Satisfaction
Job satisfaction has become a common issue among social workers which
determines mental stability, creative ideas, and recreational facilities. It includes
wealth, salary, necessities of basic living, working conditions and realistic expectation.
It also improves life quality. This is considered the final fact in achieving success.
Promotions
Promotions deals with the essential inducement of all the changes that are related to
extra values. Here one must try to accomplish and even quantify them. It is listed by
sorting the negotiations, threats and even the length of time. It is managed within the
course of actions by the organization.
Job Enrichment
Career planning has an additional responsibility for higher level employees. It is
important when the company has trusted resources and even the employees with various
natural tendencies & every individual is responsible for the outcome of the project.
Self-assessment
Self-assessment involves consideration, reflection, and evaluation of the interests that
are enhanced within the identified skills. It also includes the usage of whole hosted
career responsibilities. It is related to cost tools and instruments that help in motivating
and assessing oneself.
Though there are multiple methods of planning one’s career, it has few disadvantages
of planning in management also. They determine the relevance towards a career. Here
are a few disadvantages of workforce planning.
Lack of objectivity
Career planning has become the opportunity with the impossible small organization. It
helps in developing the defined targets.
It becomes the disadvantage if the goals are improperly set. The decisions are made so
as to check the deep understanding of the plans. It is not suitable for small-scale
industries because of vertical mobility.
Lack of awareness
One should make decisions without fixing a proper goal. It affects communication that
has an impact on the ability to view decisions. It has adverse effects on growth.
It has short supply over the ruined items and more due to the shortage of practices. It
paves way for the rejections and disapproval of the involvements.
It establishes the large workforce that is handled within strict depth analysis process.
This also routes to different scenarios that lead to unsuccessful exercise.
If the career planning is completed and if suppose one is working towards it and if
suddenly there is a drop out in that particular sector, then that pre-planned career
becomes invaluable.
Organization Development Interventions
Time Factor
It has a sustained basis that tends to spend a lot of time and resources. It has beneficial
long terms career plans for a long-term goal that are set. It may not be effective with
career changes. It has advancement in the long-term and is the time-consuming process.
The logic sufferings based on ready to spend a lot of time would run beneficial only in
term of analysis.
A large number of workforces is required to involve in developing it. The quality of the
indicator has been checked so as to ensure whether the designed plans are regulated.
Thus, career plan development enhances a person’s career that in turn is reflected in
proper understandings and communications. Career planning also termed as succession
planning advantages and disadvantages have been mentioned above.
Career path is subjected to the sequence of work experience which an individual can
gain if there is proper implementation of plans. Hence the goals are to be set in a
creative, broadminded manner so as to encourage in achieving the goals.
2. Make guidelines and best practices clear. When employees understand the
guidelines, they should work within and which boundaries they can push, they’re able
to do their job more effectively and feel more supported.
3. Encourage communication to increase levels of trust and show that all ideas are
welcome and valued.
Organization Development Interventions
4. Offer individual or team coaching to identify roadblocks, find solutions and then take
action.
5. Allow opportunities for growth. Foster internal development and growth across
departments with cross-department job shadows and transitions.
6. Provide organizational support for employees to create and drive their own
development plans with their managers.
Accountability Improves
When you empower an employee to make decisions and to get things done with
reasonable judgment, you are telling him that you trust him, and that you feel he is
intelligent and can handle things.
An employee becomes more accountable, knowing that the boss has confidence in his
ability to perform. That confidence means he will get the job done and that he will do
the job to the best of his ability.
Job Satisfaction
Empowered employees often have higher job satisfaction because they know that the
boss values and trusts them. Imagine an employee who helped an unhappy customer
get the resolution that customer had desired, and then even sold them a second product
by thinking outside of the normal company protocol. This employee will feel great
about the accomplishment. Many times, situations like this build employee confidence
helping to mold junior talent into senior management over time.
Increased Arrogance
When employees are empowered, their confidence levels tend to increase. This
additional confidence is a good thing because it creates happier workers and
productivity levels soar. However, in some situations, confidence levels can be taken
too far and end up crossing the line into arrogance. Arrogant employees are difficult to
deal with, don't take direction well and can become insubordinate. Working in this type
of work environment takes its toll on employees and they once again become
dissatisfied with their job and productivity levels decrease.
However, when information is freely exchanged with people throughout the company,
there is an increased risk of confidential and security-related data being leaked to parties
that shouldn't have access to that type of information. For competitive businesses, these
potential leaks could prove devastating to their operations.
Lack of Experience
A benefit of having empowered employees is that they take on more responsibility
within the company. As they take on more responsibility, they begin working
independently with little to no supervision. Businesses like this because it saves them
money by decreasing their managerial workforce. However, unlike managers and
supervisors who are educated and trained in making sound decisions, empowered
employees often lack this type of experience. This lack of experience lends to an
increase in mistakes and unnecessary company risks.
If this happens, interpersonal relations within the company will suffer and incidents
involving conflict will rise. Over time, tensions increase and a hostile work
environment may surface. This type of situation is bad for both the business and the
workforce.
The risk of work practices falling into chaos must be tackled by proper training, and by
ensuring that supervisors maintain organizational standards. These standards must
incorporate an organization’s values and beliefs: care must be taken that employees do
not work in accordance with individual values that may be divergent to the corporate
mission and vision.
Organization Development Interventions
A self-managed team carries out supporting tasks, such as planning and scheduling the
workflow and managing annual leave and absence, in addition to technical tasks.
Management and technical responsibilities are typically rotated among the team
members.
4.4.1 Advantages of Self-Managed Teams
Self-managed teams have greater ownership of the tasks they perform and the end
product or service they deliver. Self-managed teams tend to be less costly and more
productive than employees working within a traditional hierarchical structure because
the team performs both technical and management tasks. Team members may also fill
in for each other to cover holidays and absences. Decisions made by self-managed
teams are more effective because they're made by the people who know most about the
job.
Some advantages of adopting the self-directed work team model are:
Greater employee responsibility and accountability
Greater sense of accomplishment and satisfaction among employees
Greater freedom for team innovation
More effective use of individual team members’ skills
Greater “ownership” of project results by team members who have a stake in
the project’s outcome
Greater empowerment, which leads to higher employee morale.
While there are definitely many advantages to self-directed work teams, there are some
also some drawbacks; especially in their initial phases of development.
More meetings
Longer decision-making process
A dip in productivity before it takes off in a positive direction
Chaos – infrastructure and support are needed by teams to accomplish their
work.
4.4.3 Leading a Self-Managed Team
Although self-managed teams are autonomous in terms of how they manage and carry
out their work, they still require guidance from leaders within the organizational
hierarchy. External leaders provide the link between the wider organization and the
self-managed team, empowering the team. and advocating on its behalf. External
leaders may struggle to find the appropriate balance in their leadership style: Their own
managers may expect them to be more hands-on, while the team may resist perceived
interference.
Communicate
By communicating clearly and seeking feedback, you get buy-in from the team. Use
tools that foster collaboration and communication.
Metrics
Allow the team to define their metrics of success. If they do so, then they’re going to
be more accountable for meeting their goals. Software with real-time dashboards can
help track metrics.
Present Outcomes
By having the team present outcomes regularly, you promote feedback loops with other
teams in the organization and enforce accountability.
Leverage Success
Leverage their success for the good of the business.
Self-Managing Teams
have authority on the execution of the tasks given to them
monitor their progress and can adapt the process as they deem fit
are seen in newer companies, service providers, construction companies
are one step closer to Agile working environments, but not quite there yet.
Organization Development Interventions
Self-Designing Teams
have full authority on executing their task
are responsible for monitoring their performance and progress and adjust their
processes
have the power to decide on the design of their team, working norms, resources
and tools needed to complete their tasks
management sets the direction and get out of their way
examples include startups, management task forces.
Self-Governing Teams
full responsibility on their direction, design, context, progress, process and
execution
smaller startups, legislative bodies, corporate boards of directors, advisory
councils of community service agencies, worker cooperatives, professional
partnerships.
in order to keep our minds and bodies healthy. Stress management consists of making
changes to our life if we really, are in a constant stressful situation, preventing stress by
practicing self-care and relaxation and managing the response to stressful situations
when they do occur.
The problem is when we deal with constant stress and worry, or when we don't know
how to properly manage a stressful situation. That's why stress management is
tremendously important for our health, quality of life and relationships.
us to raise our own standards and make improvements we most likely wouldn’t have
made without the threat of unemployment.
Stress is a disadvantage factor because it can potentially raise our heart rate and weaken
our immune system. Also, it can be a factor in poor decision – making because under
stress we may not think logically or consider the consequences of the choices we make.
While we all experience stress frequently in our daily lives, not everyone handles it in
positive ways. The key for us all is to learn what strategies and behaviors help us to
cope with stress in a positive manner.
So, stress is not for remove, but for manage to shorten its boundary & effects.
Exercise
He said the individual approach includes exercise. That is the employees can manage
stress by walking, riding bicycles, attending aerobic classes, practicing yoga, jogging,
swimming, playing tennis and swatting squash balls. Most runners and fitness addicts
admit that, it is very hard to focus on job stress when one is trying to complete vigorous
workout.
Relaxation
Again, he said individuals can manage stress through relaxation. This is because, when
employees relax the response for stress will be reserved in the human mind-body
system. Individuals can reduce tension through relaxation techniques such as
meditation, hypnosis and biofeedback. The objective is to reach a state of deep
relaxation in which the employee feels physically relaxed, somewhat detached from the
immediate environment and detached from body sensations. Relaxation exercises
reduce employee’s heart rates, blood pressure and other physiological indicators of
stress.
Organization Development Interventions
Training Programs
He also went further to explain the organization approach to stress management which
include training programs for employees, ensuring effective upward and downward
communication in the organization, improvement in personnel policies such as (good
welfare packages, incentives, pension schemes), good job design, improvement in the
physical work environment, and also management should provide technical support to
employees. Also, Claude and Cole (1992) suggested that in order to manage work
stress effectively. Management should consider doing the followings:
This implies that if these approaches and measures outlined above are carefully
implemented it could go a long way to minimize the level of stress on employees.
Various authors and researchers have proposed models of quality of working life, (also
referred to as quality of work life) which include a wide range of factors. Selected
models are reviewed below.
Hackman and Oldham drew attention to what they described as psychological growth
needs as relevant to the consideration of Quality of working life. Several such needs
were identified:
Skill variety
Task Identity
Task significance
Autonomy
Feedback.
The safe work environment provides the basis for a person to be happy at work. The
work should not pose a health hazard for the person. The employer and employees are
aware of their risks and rights, and could achieve a lot for their mutual benefit. The
concept of QWL is based on the assumption that a job is more than just a job; it is the
center of a person’s life. In recent years there has been increasing concern for QWL
due to the following factors:
Growth Opportunities
Another powerful measure which can cause commitment among employees is growth
opportunities provided by the company. Growth and development are an inborn need
of human beings and everyone desires to achieve growth. There are many ways which
a company can adopt to help its employees grow.
The workers felt great and respected. As a result, they committed with their hearts and
souls and made the project a total success. The company achieved enormous results.
Thus, when people are respected, they do their best to attain success for any project or
company plan.
Mutual Commitment
In order to get support from employees, employers should initiate it in terms of
leadership by example or self-commitment. They should provide proper tools and
equipment; adequate training and other inputs needed by the people for successfully
performing their jobs.
In contrast, too much politicking, back biting and other negative practices discourage
people to work with a company unless they have no other place to work in. As such,
good working environment binds employees amongst themselves and with the
organization.
Empowerment
Empowerment means giving people the power, authority, freedom and responsibility
to carry out their jobs. This give them a sense of control over their work and makes
them feel worthy of doing things on their own.
Empowerment leads to greater job satisfaction and sense of control, which can result in
better commitment and loyalty. Empowerment is an important motivational tool that
makes employees independent by giving them the means, ability and authority to do
the work.
Employees and subordinates can set their organizational objects together and
work together to fulfill them.
Flexibility of time really helps the employees to balance both their work and
non-work life.
In a good job redesign effort, employee's personal goals and their skills will be taken
into account when determining their changed position. Better use of abilities and
movement toward the personal goals will make them more satisfied with position, and
they will also be able to accomplish more tasks during the work day comparatively as
they could before. And, here is the productivity of Job Redesigning.
Therefore, the purpose of job redesigning is to identify the task significance and skill
variety available in the organization and reallocating the job-related tasks and
responsibilities according to the specific skills possessed by an employee.
Job redesign can take many forms. The following are some of the more common
approaches:
Increase Workload
A primary disadvantage of job enrichment is an increase in an employee's workload.
While some employees may be able to immediately re-prioritize their time and tasks,
some may initially experience difficulties getting adjusted with their new
responsibilities. The increase in work can cause employees to get frustrated, burned out
and lower their overall productivity.
Poor Performance
Some employees excel in job enrichment, while others perform poorly, due to lack of
training, lack of interest or lack of clarity about their new tasks. Poor performance can
cause employees to feel a sense of incompetence or as if they've you beaten down. Poor
performance can also cause employees to get stripped of their new responsibilities,
which can cause embarrassment
Organization Development Interventions
4.8 Training
Training is a program that helps employees learn specific knowledge or skills to
improve performance in their current roles. An often-referred source of definitions
has been the Manpower Services Commission’s (1981) Glossary of training terms
defines training as- A planned process to modify attitude, knowledge or skill behavior
through learning experience to achieve effective performance in an activity or range
of activities. Its purpose in the work situation, is to develop the abilities of the
individual and to satisfy the current and future needs of the organization.
Isyaku postulated that the process of training and development is a continuous one.
According to Cole in his book Personnel and Human Resource Management,
training is a learning activity directed towards the acquisition of specific knowledge
and skills for the purpose of an occupation or task. The focus of training is the job or
task for example, the need to have efficiency and safety in the operation of particular
machines or equipment, or the need for an effective sales force to mention but a few.
Training presents a prime opportunity to expand the knowledge base of all employees,
but many employers in the current climate find development opportunities expensive.
Employees attending training sessions also miss out on work time which may delay the
completion of projects. However, despite these potential drawbacks, training provides
both the individual and organizations as a whole with benefits that make the cost and
time a worthwhile investment. The return on investment from training of employees is
really a no brainer.
Organization Development Interventions
Hire
Change in
Give worker technology
needed time and
material
Yes Can the No
workers meet
Reinforce the good new Train in new
workers standards? technology.
Is the worker
Yes promotable? No
Take no action but
Execute for next
retest for
position.
promotability for
at regular intervals.
Yes
Are the qualified
workers meeting
Yes No
Standards?
Devote your Is the
energies to other deficiency
performance issues. important?
Make standards No
worthwhile.
Yes
Trace for the cause,
implement a non-
training solution.
There are several training methods are available in the organization for the employees
and managers. The use of a particular method depends on which method accomplishes
the training needs and objectives.
Organization Development Interventions
Sensitivity Training
An intervention designed to help individuals understand how their behavior affects
others. Outside trainer who intervenes only to move the group forward. Training can
help employees to understand each other, recognize their own feelings and improve
communication.
Skills Training
Increasing the job knowledge, skills, and abilities that are necessary to do a job
effectively. Informal classroom settings, on the job training etc. are needed for this
training.
Vital Task
Training isn’t just important to any company, it is vital. Although there are many
categories of training such as management training, sensitivity training, and employees
with Project Management skills are an important asset to any organization.
Besides, employees who are competent and on top of changing industry standards help
the company to hold a position as a leader and strong competitor within the industry.
Productivity Increases
Organization Development Interventions
With trained employees, the efficiency is increased which in turn increases the
productivity. Quantity, as well as quality performance, is achieved by the employees as
they are well trained.
Uniform Procedures
The best methods required for the specific work are standardized and adopted by all the
staff as an effect of training. With the assistance of standardization, there is an improved
level of performance.
Addressing Weaknesses
Most employees will have some weaknesses in their workplace skills. A training
program allows the employees to strengthen those skills that each employee needs to
improve. This helps reduce any weak links within the company who rely heavily on
others to complete basic work tasks.
Providing the necessary training creates an overall knowledgeable staff with employees
who can take over for one another as needed, work on teams or work independently
without constant help and supervision from others.
Consistency
Organization Development Interventions
A robust training program ensures that employees have a consistent experience and
background knowledge. The consistency is particularly relevant for the company’s
basic policies and procedures. All employees need to be aware of the expectations and
procedures within the company. Increased efficiencies in processes results in financial
gain for the company.
There are some issues when the most important aspects open greater disadvantages
option for us. Training is one of those aspects.
Increased Stress
In order to keep the staffs up to date with the latest trends and knowledgeable in their
specific area, training staffs for a greater number of hours can make them stressed. As
they are stressed, their job levels may go down too.
Loss of Interest
Organization Development Interventions
At times of training sessions which lead for long hours, employees are bored and aren’t
interested in their session. Data and information are thus not retained for employees
who do not listen. When training programs are conducted continuously with the same
data or theory, again and again, the employees lose interest.
Time Requirements
The other main important disadvantages of employee training are that there may not be
enough time for staff training with the daily hectic schedule. There are many
organizations who dedicate very less time, which may not be helpful in making the
employee productive or knowledgeable. With very less time, the trainer usually rushed
through the main parts of the job which is to be understood by the employees.
Control of Training
When your responsibility of training for new employees is delegated to some other
trainer or employee, then it is mandatory to think about what the employees are
learning. The trainer may not be a skilled and talented one, hence the employees may
pick some bad habits and end up with quality less training. This would spoil the
complete training. Hence having a good control over training is necessary.
According to George Odiome, MBO is "a process whereby superior and subordinate
managers of an Organization jointly define its common goals, define each individual's
Organization Development Interventions
major areas of responsibility in terms of results expected of him and use these measures
as guides for operating the unit and assessing the contribution of each of its members."
According to John Humble, MBO is "a dynamic system which seeks to integrate the
company's needs to clarify and achieve its profits and growth goals with the manager's
need to contribute and develop himself. It is a demanding and rewarding style of
managing a business."
Joint goal-setting: MBO emphasizes joint goal-setting that are tangible, verifiable and
measurable. The subordinate in consultation with his superior sets his own short-term
goals. However, it is examined both by the superior and the subordinate that goals are
realistic and attainable.
Makes way to attain maximum result: MBO is a systematic and rational technique
that allows management to attain maximum results from available resources by
focusing on attainable goals. It permits lot of freedom to subordinate to make creative
decisions on his own and ensures good performance from them.
Support from superior: When the subordinate makes efforts to achieve his goals,
superior's helping hand is always available. The superior acts as a coach and provides
his valuable advice and guidance to the subordinate. This is how MBO facilitates
effective communication between superior and subordinates for achieving the
objectives/targets set.
The idea is that problem areas are highlighted, with goals put in place to iron out those
issues, thus making everyone more effective in the job that they do whether formulating
the goal is the prerequisite for implementing the goal & achieve the success milestone
in the long run.
The managers are required to establish measurable targets and standards of performance
and priorities for these targets. In addition, the responsibilities and authority of the
personnel is clearly established.
Since everyone is on the same page when it comes to reaching the goals of the
organization, there is a higher level of imagination and creativity that comes with that.
With everyone working together for a common goal, there is a much higher level of
motivation to reach them.
Time-consuming
Management by Objectives is incredibly effective, but it can take up an inordinate
amount of time. The process of setting objectives is not something that tends to happen
quickly. Regular meetings are required in order to assess just how well the system is
working, all of which chew up even more time.
Reward-Punishment Approach
Management by Objectives can create a situation where a great deal of pressure is put
on employees. Since the process means constantly reaching goals, employees that fall
behind the timeline are subject to penalty, while those who do well are rewarded.
This reward-punishment method can create a high level of stress on certain members
of the team.
Organization Development Interventions
Problem of co-ordination
A number of problems can pop up when it comes time to coordinate the company
objectives across multiple departments. Since each department has their own goal ideas,
they may set unrealistic goals in order to undermine others.
Lack of appreciation
While the purpose of Management by Objectives is to involve everyone in the goal
setting of the organization, it can still fail if the goals are not properly passed down the
chain.
It may be that executives fail to fill in all the details of the company objectives to
management. It can also hit a snag if management do not delegate properly or motivate
accordingly.
subordinate, dictate the goals and targets with no input allowable from the subordinates
then demand that the goals be achieved in a very such time. Whether or not the goals
are realistic or not doesn’t enter the image. During this kind of environment, 2 method
communications isn’t there and objectives are obligatory on the subordinates. This
destroys their morale, initiative and performance.
Frustration
Sometimes MBO creates frustration among managers, because it tends to arouse high
expectation for rapid change, particularly among the young and junior managers.
When members of a team collaborate, they are able to utilize the knowledge, experience
and skills of everyone involved. For instance, one member may struggle with
presentation skills, but might know all about the technical aspects involved. Effective
collaboration will allow all the members to share their talent and find the most optimal
solution to every problem.
Speed up Solutions
Collaboration speeds things up. It fast-tracks progress. A problem that may take months
to get resolved when handled by a single individual, but may take just a few hours to
resolve when several other members employ their unique standpoints and expertise to
get things done. These viewpoints will open up several doors to multiple ideas and
solutions that a single individual may not be able to come up with.
Organizational commitment
Organization Development Interventions
References
B.V.N.G.Chandrasekhar. (1970, January 01) Management. Retrieved from
https://management-chandrasekhar.blogspot.com/2011/05/training-and-
development-t-methods.html.
Organization Development Interventions
Cooper, J. O., Heron, T. E., & Heward, W. L. (2007). Applied behavior analysis (2nd
ed., pp. 402). New York: Macmillan. Retrieved from
https://www.amazon.com/Applied-Behavior-Analysis-John-
Cooper/dp/0131421131
https://smallbusiness.chron.com/behavior-modeling-workplace-10980.html
Decker, P., & Nathan, B. (1985). Behavior modeling training. New York: Praeger.
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https://lib.ugent.be/en/catalog/rug01:002161945.html
https://en.wikipedia.org/wiki/Frederick_Winslow_Taylor.html
Husband, J., & Chong, I. (1970, January 01). Behavior Modeling. Retrieved from
https://link.springer.com/referenceworkentry/10.1007/78-0-387-79061-9_307.
https://publons.com/journal/45493/journal-of-mechanical-engineering-
research-and-dev.
https://content.wisestep.com/staff-training-importance-benefits-advantages-
disadvantages.
http://projectmanagement.com/resources/project-management-training-and-
qualifications/the-importance-of-training-and-development-in-the-workplace
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