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Organisational Transformation Vs Organisational Development Notes

The document discusses the differences between organisational transformation and organisational development. Organisational transformation involves massive, transformative changes across an organisation's structure, systems, processes and culture. It requires questioning old beliefs and adopting new paradigms. Organisational development originally involved more moderate changes aimed at increasing effectiveness, but its definitions have evolved over time to include encouraging openness and responsibility among members. There are five significant approaches to organisational transformation discussed: organizational culture change, self-designing organizations, organizational learning, appreciative inquiry, and using technology to transform organizations.

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Albert Lim
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2K views

Organisational Transformation Vs Organisational Development Notes

The document discusses the differences between organisational transformation and organisational development. Organisational transformation involves massive, transformative changes across an organisation's structure, systems, processes and culture. It requires questioning old beliefs and adopting new paradigms. Organisational development originally involved more moderate changes aimed at increasing effectiveness, but its definitions have evolved over time to include encouraging openness and responsibility among members. There are five significant approaches to organisational transformation discussed: organizational culture change, self-designing organizations, organizational learning, appreciative inquiry, and using technology to transform organizations.

Uploaded by

Albert Lim
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Notes on Organisational Transformation vs Organisational Development

Organisational Transformation
1. Transformative, radical & massive changes
This suggests wholesale changes in every respect of the way an organisation is
run. (very different structure, systems, processes, functions, tasks, etc)
2. New Ways of Doing Things, New Paradigms
This means fundamental changes in culture and mindsets.
It also means to question old beliefs, values and assumptions in managing the
organisation which may no longer be relevant.

Need to differentiate between OT and OD


1. Fletcher suggests that OT evolved out of OD suggesting that OD is less severe.
2. Old definitions of OD:

Organization Development is an effort planned, organization-wide, and managed from the


top, to increase organization effectiveness and health through planned interventions in the
organization's 'processes,' using behavioral-science knowledge.
Beckhard, Organization development: Strategies and Models, Reading, MA: AddisonWesley, 1969, p. 9.

3. Newer definitions of OD:

Organization Development is the attempt to influence the members of an organization to


expand their candidness with each other about their views of the organization and their
experience in it, and to take greater responsibility for their own actions as organization
members. The assumption behind OD is that when people pursue both of these objectives
simultaneously, they are likely to discover new ways of working together that they
experience as more effective for achieving their own and their shared (organizational)
goals. And that when this does not happen, such activity helps them to understand why
and to make meaningful choices about what to do in light of this understanding.
Neilsen, Becoming an OD Practitioner, Englewood Cliffs, CA: Prentice-Hall, 1984,
pp. 2-3.

4. An approach to organizational change in which the employees themselves formulate


the change thats required and implement it, usually with the aid of a trained consultant.
Dessler, G., (2003). Human resource management, 9th edition. New Jersey: Prentice Hall.

Since there are old and newer (see the years of the citations given above) definitions of
OD, what does this suggest? It suggests that OD has been evolving. This supports what
Fletcher mentioned about OT being evolved out of OD. Fletcher however suggests that

such evolution is dramatic rather than a slow progress.


There are 5 significant approaches to OT. What are they?
Page 1 of 2

1. Organisational Culture Change (Waddell et. al.)


can affect strategy formation, implementation and performance positively
senior managers must diagnose the existing culture and make changes
Not easy deals with changing fundamental beliefs, values and assumptions that
shape organisational behaviour. These are close to peoples hearts, has strong

inertia and momentum. Likely need a traumatic experience to alter.


Could be a long-drawn process, perhaps more suitable for transactional rather

than transformational change.


2. Self-designing organisations (Waddell et. al.)
Organisations that are able to transform themselves in response to their changing
environments.
Responsibility of change is internal to implement new structures & processes.
Need broad based participation.
3. Organisational Learning Approach (Wardell et. al.; Senge)
Aim is continuous improvement amidst changing circumstances.
Identifying problems and developing strategies to correct them.
4. Appreciative enquiry IDEAS (Barret & Fry)
An approach that learns from successes to emulate for the future
5. Technology and Organisational Transformation (Barret & Fry)
Previously technology was used to re-engineer (transform) organisations.
Shift is now away from technical changes to more overall changes in school
systems.

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