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I/O Psy/OD

Organizational development

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See also: Organization development

Industrial-organizational psychologists have displayed a great deal of consideration for the problems of total organizational change and systematic ways to bring about planned change. This effort, called organizational development (OD), involves techniques such as:

  • sensitivity training
  • role playing
  • group discussion
  • job enrichment
  • survey feedback
  • team building[1]

Within the survey feedback technique, surveys after being answered by employees periodically, are assessed for their emotions and attitudes which are then communicated to various members within the organization.[2] The team building technique was created due to realization that most tasks within the organization are completed by small groups and/or teams.[3] In order to further enhance a team's or group's morale and problem-solving skills, OD consultants (called change agents) help the groups to build their self-confidence, group cohesiveness, and working effectiveness.[4] A change agent's impartiality, gives the managers within the organization a new outlook of the organization's structure, functions, and culture.[5] A change agent's first task is diagnosis, where questionnaires and interviews are used to assess the problems and needs of the organization.[6] Once analyzed, the strengths and weaknesses of the organization are presented and used to create strategies for solving problems and coping with future changes.[7]

Flexibility and adaptability are some strengths of the OD process, as it possesses the ability to conform to the needs of the situation.[8] Regardless of the specific techniques applied, the OD process helps to free the typical bureaucratic organization from its rigidity and formality, hereby allowing more responsiveness and open participation.[9] Public and private organizations both have employed OD techniques, despite their varied results in research conducted.[10] However, the use of the techniques are justified by the significant increases in productivity that was proven by various studies.[11]

References

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  1. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 216. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  2. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 216. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  3. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. pp. 216–17. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  4. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 217. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  5. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 217. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  6. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 217. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  7. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 217. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  8. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 217. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  9. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 217. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  10. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 217. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
  11. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 217. ISBN 0205683584. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
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