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Fundamentals of Organizacional Development (ORGANIZATIONAL CULTURE…
Fundamentals of Organizacional Development
CONCEPT
It is a planned effort strategy intended to change the beliefs, attitudes, values and structure of organizations to improve the functioning of the organic system to achieve their goals, supported by senior management.
D.O. MODELS
Autocratic
The employee is characterized
Obedience
Dependence on the head
Knw that managment believes is the best
This model depends on the power, this entails the manager to have an orientation of authority.
Custody
People do not depend of their boss
They depend of the organization
This model depends of financial resources and aimed the needs of work safety itself producing a level of passive cooperation.
Support
Not care about money
Not care about money
Support of the leadership
This model relies on large-scale leadership, the manager aims to support workers and their orientation is for performance to improve.
Collegue
People should have a sense of camaraderie
Dependence on society
Applied in companies where the culture and educational level is high
The manager aims to team participation, the employee has a great sense of responsibility and self-discipline.
ORGANIZATIONAL
CULTURE
Importance
To act more strategically and efficiently
To facilitate change processes
Know the culture should be part of the process of administration
What is it?
Culture defines the attitudes and behavior of people while decisively influence the way the organization interacts with the external environment
Levels
Level 2
Values
Level 3
Unconscious assumptions
Level 1
Visible artifacts
How it is formed?
Positive reinforcement
Anxiety reduction
Gradual and endless process
World Vision from founder eyes
Arrival of new members
Culture Transmition
Induction
Socialization Process
Training
Regulation
Informal stories
Performance evaluation
Strategic remuneration
Culture Elements
Values
Premises Rituals and Ceremonies
Stories and Myths
Heroes
Rules
Communication
Research methods
Schein
Socialization process
Critical incidents
Belifs and values
Check with a culture member
Freitas
Socialization process
Development of a history
HR policies
Communication process
Work organization
Change the culture
Change the external eviroment
New opportunities
Company structure adaptation
Resist Cultural Change
Unconscious aspects
Fear to the unoknwn
Lack of established standars
Effort to learn
Force File
Driving forces
New technology
Economy globalization
Competition with companies
Restraining forces
Culture
Personal Interests
Skills alrady learned
Conformism
Stages of Change
Unfreeze
The change itself
Refreeze
METHODS TO ACHIEVE
ORGANIZATIONA CHANGE
Education /
Comunication
Explain the changes
to the others
Participation /
Involment
Ask members of the
organization helps
in planning for change
Facilitation /
Support
Offer recycling programs,
breaks and emotional
support to those affected
by the change
Negotiation /
Agreement
Negotiate with potentially
resistant until obtaining a
letter of agreement whit them
Handing /
Coption
Give to key people a
desirable role in
planning and /
or implementation of
the change.
Coercion /
Explicity or Implicity
Threatening
to job loss,
transfer to another
area, etc