Introduction of dynamics of OB

ORGANISATION CULTURE
Importance of OB culture
Types of organization culture
• Normative Culture: In such a culture, the norms and procedures of the organization are predefined and the rules and
regulations are set as per the existing guidelines. The employees behave in an ideal way and strictly adhere to the policies
of the organization. No employee dares to break the rules and sticks to the already laid policies.
• Pragmatic Culture: In a pragmatic culture, more emphasis is placed on the clients and the external parties. Customer
satisfaction is the main motive of the employees in a pragmatic culture. Such organizations treat their clients as Gods and
do not follow any set rules. Every employee strives hard to satisfy his clients to expect maximum business from their side.
• Academy Culture: Organizations following academy culture hire skilled individuals. The roles and responsibilities are
delegated according to the back ground, educational qualification and work experience of the employees. Organizations
following academy culture are very particular about training the existing employees. They ensure that various training
programes are being conducted at the workplace to hone the skills of the employees. The management makes sincere
efforts to upgrade the knowledge of the employees to improve their professional competence. The employees in an
academy culture stick to the organization for a longer duration and also grow within it. Educational institutions,
universities, hospitals practice such a culture.
• Baseball team Culture: A baseball team culture considers the employees as the most treasured possession of the
organization. The employees are the true assets of the organization who have a major role in its successful functioning. In
such a culture, the individuals always have an upper edge and they do not bother much about their organization.
Advertising agencies, event management companies, financial institutions follow such a culture.
Cont.…
• Club Culture: Organizations following a club culture are very particular about the employees they recruit. The
individuals are hired as per their specialization, educational qualification and interests. Each one does what he is
best at. The high potential employees are promoted suitably and appraisals are a regular feature of such a culture.
• Fortress Culture: There are certain organizations where the employees are not very sure about their career and
longevity. Such organizations follow fortress culture. The employees are terminated if the organization is not
performing well. Individuals suffer the most when the organization is at a loss. Stock broking industries follow such a
culture.
• Tough Guy Culture: In a tough guy culture, feedbacks are essential. The performance of the employees is reviewed
from time to time and their work is thoroughly monitored. Team managers are appointed to discuss queries with
the team members and guide them whenever required. The employees are under constant watch in such a culture.
• Bet your company Culture: Organizations which follow bet your company culture take decisions which involve a
huge amount of risk and the consequences are also unforeseen. The principles and policies of such an organization
are formulated to address sensitive issues and it takes time to get the results.
• Process Culture: As the name suggests the employees in such a culture adhere to the processes and procedures of
the organization. Feedbacks and performance reviews do not matter much in such organizations. The employees
abide by the rules and regulations and work according to the ideologies of the workplace. All government
organizations follow such a culture.
Organizational climate
Impact of Organisational Climate:

• Impact of Organizational Climate:

• The organizational climate can affect the human behavior in the organization
through an impact on their performance, satisfaction and attitudes. There are
four mechanisms by which climate affects the behavior of the employees.
Effectiveness
Define organization change
Importance of organizational change
• 1.Mission vision & strategy
• 2.Human-behavioural changes
• 3.task job design
• 4.organizational structure
• 5.organizational culture
• 6.crisis
• 7.Performance gap
• 8.New technology
• 9.Identification of opportunites
• 10.Reacton to internal & External Power
• 11.Mergers & Acquisitions
• 12.planned Abandonment
Factors influencing Organizational
change
Process
Developing a sound organizational
climate
• 1.effective communication system
• 2.concern for people
• 3.participative decision making
• 4.change in policies, procedures and rules
• 5.technological changes
Types of organizational change
Change process
Stages of organization changes
 Sources of resistance to change
1.organizational resistance
2.individual resistance
Stages of resistance to change
Reasons and benefits of resistance
Overcoming resistance to change
Organizational Developmemt
Objectives of OD
 Benefits of Organizational Development
• Increasing productivity and efficiency comes with many benefits. One of the best ways to encourage positive results in these metrics is by using a well-thought-out organizational
development structure. Organizational development is used to equip an organization with the right tools so that it can adapt and respond positively (profitably!) to changes in the
market.
• The benefits of organizational development include the following:
• 1. Continuous development
• Entities that participate in organizational development continually develop their business models. Organizational development creates a constant pattern of improvement in which
strategies are developed, evaluated, implemented, and assessed for results and quality.
• In essence, the process builds a favorable environment in which a company can embrace change, both internally and externally. The change is leveraged to encourage periodic
renewal.
• 2. Increased horizontal and vertical communication
• Of considerable merit to organizational development is effective communication, interaction, and feedback in an organization. An efficient communication system aligns employees
with the company’s goals, values, and objectives.
• An open communication system enables employees to understand the importance of change in an organization. Active organizational development increases communication in an
organization, with feedback shared continuously to encourage improvement.
• 3. Employee growth
• Organizational development places significant emphasis on effective communication, which is used to encourage employees to effect necessary changes. Many industry changes
require employee development programs. As a result, many organizations are working toward improving the skills of their employees to equip them with more market-relevant
skills.
• 4. Enhancement of products and services
• Innovation is one of the main benefits of organizational development and is a key contributing factor to the improvement of products and services. One approach to change is
employee development – a critical focal point is a reward for motivation and success.
• Successful engagement of employees leads to increased innovation and productivity. Through competitive analysis, consumer expectations, and market research, organizational
development promotes change.
• 5. Increased profit margins
• Organizational development influences the bottom line in many different ways. As a result of increased productivity and innovation, profits and efficiency increase. Costs come
down because the organization can better manage employee turnover and absenteeism. After the alignment of an entity’s objectives, it can focus entirely on development and
product and service quality, leading to improvements in customer satisfaction.
Characteristics of OD
Importance of OD
• Organizational development is the use of organizational resources to improve efficiency and expand productivity. It can be
used to solve problems within the organization or as a way to analyze a process and find a more efficient way of doing it.
Implementing organizational development requires an investment of time and money.
• Organizational Change
• Growth
• Work Processes
• Product Innovation
Organizational development stages
Organizational Development
process