Role and Style of the OD Practitioner.pptVIP

Chapter 4 Role and Style of the OD Practitioner Learning Objectives Define role of OD practitioner. Identify your strengths and areas of improvement as potential practitioner. Experience and practice your style of intervention and influence in a group. You Need a Machete at Sears(part 1 of 2) Sears bought Lands’ End to upgrade its apparel image. Can Sears avoid hurting the image of Lands’ End? Sears is giving apparel operations to Lands’ End management. You Need a Machete at Sears(part 2 of 2) Culture clashes between Lands’ End and Sears. “You need a machete” to get through it all, says former VP. Another says, “… to be successful …, you need to work through a culture, not against it.” Haphazard VersusPlanned Change Change programs do not happen accidentally. Initiated with purpose and require leadership. OD practitioner deals proactively with changing forces. Two Types of Changein an Organization Random or haphazard change. Forced on organization by external environment. Not prepared for. Deliberate attempts to modify organization. External Practitioner (part 1 of 2) Not previously associated with client system. Advantages: Different viewpoint and objectivity. Not dependent upon the organization. External Practitioner (part 2 of 2) Disadvantages: Unfamiliar with organization. Unfamiliar with culture, communication networks, and power systems. Internal Practitioner (part 1 of 3) Member of organization who can be: A top executive. Employee who initiates change in work group. From human resources or OD department. Internal Practitioner (part 2 of 3) Advantages: Familiar with culture and norms. Knows power structure. Personal interest in organization. Internal Practitioner (part 3 of 3) Disadvantages: May lack specialized skills. Lack of objectivity. Likely to accept organizational system. May lack necessary power and authority. External-Internal Practitioner Team(part 1 of 3) Team combines external practitioner working with internal practitioner. Probably most ef