ORGANIZATION DEVELOPMENT
• Organization development is a response to
change a complete educational strategy to
change the benefits, attitudes, values and
structure of Organizations so that they can better
adapt to new technologies, markets,challenges
and dizzying rate of change itself.
• -Bennis
CHARACTERISTICS OF
ORGANIZATIONAL DEVELOPMENT
•It encourages collaboration between
organizational leaders and members
•It is important for accomplishing tasks
•Participation and involvement in
problem solving and decision making
•Organization development focuses on total
system change
•Organization development takes a
developmental value that seeks the
betterment of both individuals and the
organization
COMPONENTS OF
ORGANIZATIONAL DEVELOPMENT
•Diagnosis
•Action
•Program management
IMPORTANCE OF
ORGANIZATIONAL DEVELOPMENT
•Organizational development is
the use of organizational
resources to improve efficiency
and expand productivity
Organizational changes:the
process of Organizational
development identifies areas of
company operations where
change is needed
•Growth:Organizational development
is an important tool in managing and
planning cooperate growth
•Work processes:when a company is involved
in organizational development, it analyzes
work processes for efficiency and accuracy
•Product innovation:Product innovation
requires the analysis of several kind-of
information to be successful
ORGANIZATIONAL STRUCTURE
•An organizational structure is a system that
outlines how certain activities are directed
to achieve the goals of an organization.
•The organization structure also determines
how information flows between levels
within the organization
TYPES OF ORGANIZATIONAL
STRUCTURE
•Functional structure :Most small to medium
sized business implement a functional
structure.
•Dividing the firm into departments
consisting of marketing sales and operations
is the art of using a functional structure
DIVISIONAL STRUCTURE
• It consists of many business units.
• A company that uses this method structures it’s
leadership team based on the products, projects
etc .
• The company structures itself so each business
unit operates as its own company with its
president
FLATARCHY STRUCTURE
•A newer structure
•It flatters the hierarchy and chain of
command and gives its employees a lot
of autonomy.
MATRIX STRUCTURE
•It is the most confusing and the least
used.
•This structure matrices employees across
different superiors,divisions or
departments.
FORMAL ORGANIZATION
•Organizations that have an established
framework concerning the responsibility,
delegation, authority and accountability
of the members.
INFORMAL ORGANIZATION
•It is an authoritative structure that sets
up the relationship based on the
preferences of officers without thinking
about the principles,directions and
methodology.
VERTICAL ORGANIZATION
•This refers to the increase in the length of
the organization’s hierarchical chain of
command.
HORIZONTAL ORGANIZATION
•This refers to a broader structure, there
are fewer levels in the organizational
hierarchy of such organizational structure,
with a relatively large span of control
ORGANIZATIONAL CHART
•The organizational chart and manuals
explain the structure of the organization.
An organization chart is a diagrammatic
representation of the framework or
structure of an organization – J Batty
FEATURES OF ORGANIZATIONAL CHART
•It has a diagrammatic presentation
•It shows the lines of authority and a
formal relationship in the organization
•It indicates the channel of
communication and department linkages
ADVANTAGES OF ORGANIZATIONAL CHART
• Clarity
• Quick method
• Training new employees
• Planning and budgeting purpose
• Communicate organizational and employers information
• To organize the teams with clear responsibilities ,titles and
lines of authority
LIMITATIONS OF ORGANIZATION CHART
•It provides a static structure of the
organization
•It lacks in giving details of organization
structure
•It limits to show only formal relationships and
channels of communication
TYPES OF ORGANIZATION CHART
•Vertical chart: The fundamental
relationship is that between superior and
subordinate, this is shown vertically,The
lines of command flows from upward to
downward in vertical lines.
HORIZONTAL CHART
•The line of command flows horizontally.
•Here the supervisor is on the left side of
the structure and followed by
subordinates on the right side or vice
versa
MASTER AND SUPPLEMENTARY CHART
•A chart that shows the entire
organization is called a master chart,it
give a clear picture the organization and
significant sections or divisions in the
organization
T CHART
• It is the most widely used and accepted map/workflow
chart/organizational chart of the organization.
• It consists of a series of inverted letter T’s.
• There are many ways of setting out relationships ,and we
are at liberty to combine T chart with wheel [Link] kind
of organizational chart is called modified T chart
SCALAR CHAIN
•This chart looks like a triangle without
connecting [Link] chart looks odd
to our eyes.
WHEEL CHART
•It is more useful to indicate ,in addition to a
superior/subordinate relationship, a
geographical one .we would envisage such
an organization as a wheel with the group
production director in the center,and the
subordinates at the ends of the various
spheres .
CIRCULAR CONCENTRIC CHART
• Here we place the top person in the center and jobs at
different levels are shown in concentric circles surrounding
the central role .
• It shows the status of the different levels of assistants and
shows clearly each persons responsibility.
• It is the best representation of the relationship existing
among the employees in an organization structure
ORGANIZATIONAL EFFECTIVENESS
•Organizational effectiveness is the extent
of growth and profit by utilizing defined
and finite resources without disturbing
its internal resources. Silver and Sherman
•It is a tool to accomplish the quality task
to achieve organizational goal – Houck
Levi’s
•It is the degree to which an organization
produces the intended output
CHARACTERISTICS OF ORGANIZATIONAL
EFFECTIVENESS
• It is Goal directed
• It has Short term,intermediate and long term objectives
• It is multidimensional
• It focuses on cost effectiveness and quality services
• Client’s satisfaction quality services are the prime responsibilities
• It is collective Effort Of the organization ,group and individuals
• It is a tool to measure the performance of individuals,groups and
organization
APPROACHES TO ORGANIZATIONAL
EFFECTIVENESS
•Goal approach
•Functional approach
•System resource approach