Question

Q1. What do you understand by the term organizational development? What trends are shaping the organizational development processes in the fast changing environment?

Q2. What are the various issues that can effect the consultant client relationship in the organizational development process? Discuss briefly​

Answer 1

Answer:

1. 1 and
2. Organizational development is an often-heard term and a key organizational function. In this complete guide, we will take a closer look at a concept that many have heard of but are unfamiliar with. We will dive into what organizational development is, its goals, examples of common organizational development interventions and techniques, and the OD process. By the end of this guide, you will have a good understanding of what OD is, and the techniques that can be used to improve organizational effectiveness.

2 ans Client Selection

Client Selection  Entry

Client Selection  Entry  Contracting

Client Selection  Entry  Contracting  Formation of ideal model

Client Selection  Entry  Contracting  Formation of ideal model  Diagnosis

Client Selection  Entry  Contracting  Formation of ideal model  Diagnosis  Design alternative

Client Selection  Entry  Contracting  Formation of ideal model  Diagnosis  Design alternative  Goal selection

Client Selection  Entry  Contracting  Formation of ideal model  Diagnosis  Design alternative  Goal selection  Planning

Client Selection  Entry  Contracting  Formation of ideal model  Diagnosis  Design alternative  Goal selection  Planning  Intervention

Client Selection  Entry  Contracting  Formation of ideal model  Diagnosis  Design alternative  Goal selection  Planning  Intervention  Monitor/Evaluate

Client Selection  Entry  Contracting  Formation of ideal model  Diagnosis  Design alternative  Goal selection  Planning  Intervention  Monitor/Evaluate  Stabilize

 T-Groups Role Negotiations

 T-Groups Role Negotiations  Life Planning Confrontation

 T-Groups Role Negotiations  Life Planning Confrontation  Sensitivity Training Team Building

 Normative-Reeducative: educating on values in order to change attitudes and establish new norms

 Normative-Reeducative: educating on values in order to change attitudes and establish new norms  Power-Coercive: compliance to the desires of the powerful

 Normative-Reeducative: educating on values in order to change attitudes and establish new norms  Power-Coercive: compliance to the desires of the powerful The OD Practitioner

 Normative-Reeducative: educating on values in order to change attitudes and establish new norms  Power-Coercive: compliance to the desires of the powerful The OD Practitioner  Internal and External Consultants

 Normative-Reeducative: educating on values in order to change attitudes and establish new norms  Power-Coercive: compliance to the desires of the powerful The OD Practitioner  Internal and External Consultants  Professionals from other disciplines who apply OD practices (e.g., TQM managers, IT/IS managers,

 Normative-Reeducative: educating on values in order to change attitudes and establish new norms  Power-Coercive: compliance to the desires of the powerful The OD Practitioner  Internal and External Consultants  Professionals from other disciplines who apply OD practices (e.g., TQM managers, IT/IS managers, compensation and benefits managers)