Managing the

OD Process
Chapter 5

Sethu Baburaj
PGP13131
Three Components of OD
Process
Diagnosis
Continuous collection of data about the total system, its subunits,
process and its culture
Action
Structured activities/interventions designed to improve the
organizations functioning.
Program Management
All activities designed to ensure the success of the program
The 3 Steps
Diagnosis of the
organization
Action
plans/interventions
Fact Finding
Strength
Unrealized opportunities
Problems
Specifically tailored for
The individual
Group
Inter group
Organizational level
Did the action have the
desired effect
Yes?
No?
Finds out the state of
the things
Finds out the effects of
actions
Beckhard
Diagnosis
Of subsystems
Of processes
What it should be What it is
G
A
P
Argyris

Consultants
3 Tasks
Generate Valid Data
Enable free and informed
choice
Enable internal commit
ment to the choices made
Two issues
of
Diagnostics
Systematically planned or emergent
?
What diagnostic characteristic to use
?
Leadership
Purposes
Structure
Rewards
Helpful
Mechan -
isms
Relation
- ships
Marvin Weisbords
Six Box Model
PURPOSES
What business are we in ?
STRUCTURE
How do we divide up the
work ?
REWARDS
Do all needed tasks have
incentives ?
HELPFUL MECHANISMS
Have we adequate
coordinating
technologies ?
RELATIONSHIPS
How do we manage
conflict among people ?
LEADERSHIP
Does someone keep the
boxes in balance ?
Formal Aspects
The official
way it
should
happen

Informal Aspects
The way it
actually
happens
Action Component: OD
Interventions
Organization has
a problem
Organization sees
an unrealized
opportunity
Organizations
features are out
of alignment
Organizations
vision guiding it
changes
Need for OD
Nature of
OD
intervention
s
Activities done in
addition to normal
activities
Activities done instead
of normal activities
Characteristics of OD
Have an educational
and accomplishing a
task goal
Focus of real problems
central to the
organizations need
Uses several learning
models
Learning before doing
And
Doing before learning
(Deficiency Model)
Discrepancy Model
Program Management
Component
Warner Burkes phases of OD Programs
1. Entry
Initial contact between client and consultant
2. Contracting
Establishing mutual expectations on time, money, energy etc.
3. Diagnosis
Fact finding phase by the consultant
4. Feedback
Presenting the analyzed information to the client
5. Planning Change
Client deciding what action steps to take
6. Intervention
Implementing sets of actions to correct the problem
7. Evaluation
Assessing the effect of the program
Model for Managing
Change
Cummings and Worley model for effective change
management
1. Motivating change
Creating readiness for change
sensitize people, show discrepancies, communicate
realistic expectations
Overcoming resistance to change
Empathy, communication and encouraging
participation
2. Creating a vision
3. Developing Political Support
4. Managing the transition
Activities for transition state Activity planning, Commitment
planning and Management Structures
5. Sustaining the momentum

Some Pitfalls to Avoid
1. Not establishing a great enough sense of urgency
2. Not creating a powerful enough guiding coalition
3. Lacking a vision
4. Under communicating the vision by a factor of 10
5. Not removing the obstacles to the new vision
6. Not systematically planning for and creating short
term wins
7. Declaring victory too soon
8. Not anchoring changes in the corporations
culture
Thank You