By V.G. Kondalkar
Within the mild of the above, the e-book bargains a realistic and reasonable method of the research of Organizational improvement. The strategies, theories and OD interventions were defined in information. Chapters on emotional intelligence, empowerment, studying firms, caliber of labor existence and way forward for OD have been essential and as a result were integrated within the ebook. every one bankruptcy starts off with the bankruptcy plan through the textual content. on the finish of every bankruptcy a close precis, textual content questions, bibliography and case examine were appended. The e-book covers UGC syllabus and that of the main of the Indian universities. jointly the booklet is gifted to refill the present hole at the topic. it truly is written in easy language protecting in brain the desires of the MBA scholars and OD practitioners. it's a complete textbook on "Organization Development".
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20 Organization Development 2. For Groups (a) One of the most important factors in the organization is the ‘work group’ around whom the organization functions. This includes the peer group and the leader (boss). (b) More people prefer to be part of the group because the group accepts them. (c) Most people are capable of making higher contributions to the group’s effectiveness. Following strategy is required to be adopted for group development based on the above assumptions: (a) Invest in training and development of the group.
Abraham Maslow, “Motivation and Personality”, (New York: Harper 1954). 8. Daniel Katz and Robert L. Kahn, “The Social Psychology of Organisations”, New, The Social Psychology of Organisations (New York: John Wiely & Sons, 1966). 9. Bennis, “Organisation Development: Its Nature, Origins and Prospects”, p. 15. 10. Beckhard, “Organisation Development: Strategies and Models”, pp. 26–27. com, a leader in work-life balance solutions, has a simple philosophy: “I just want to achieve something today and enjoy something too.
Based on the above research, organizational development practitioners have evolved a set of OD values, belief and assumptions about the people. These are humanistic, optimistic and democratic as is been explained in the succeeding paragraphs. EARLY STATEMENTS OF OD VALUES AND ASSUMPTIONS 1. Values have been an integral part of any organization that has been successful in its endeavour. I shall append below the early statements that has had a tremendous impact on the success of the OD efforts. Warren Bennis (1969) 9 proposed that OD practioners (Change Agent) share a set of normative goals based on their humanistic/democratic philosophy.