ORGANIZATIONAL RENEWAL THROUGH
CHANGE MANAGEMENT
“All progress requires change, but not all change
is progress” – John Wooden.
INTRODUCTION

OD or Planned Organizational Change, is a deliberate
attempt to modify the functioning of the total organization or
one of its major parts in order to bring about improved
effectiveness.

The persons who attempt to bring about this change are
referred to as OD practitioners, and the organization being
changed is referred to as Client system.

Planned change efforts can focus on:



Individual
Team or
Organizational behaviour.
PRESSURE FOR CHANGE
ORGANIZATIONAL RENEWAL

Organizational renewal may be defined as an
ongoing process of building innovation and
adaptation into the organization.

Entropy – Principle of physics – Everything that
is organized will break down or run down
unless it is maintained.
THEORIES OF PLANNED CHANGE
1.
2.
3.
Lewin’s Change Model
Action Research Model
Positive Model
KURT LEWIN’S CHANGE MODEL (VIDEO)
KURT LEWIN’S PLANNED CHANGE MODEL
VIDEO – APPRECIATIVE INQUIRY MODEL
Appreciative Inquiry is the co-evolutionary, co-operative search for the best in
people, their organizations, and the relevant world around them.
It involves the art and practice of asking questions that strengthen a system’s
capacity to apprehend, anticipate and heighten positive potential.
COMPARISON OF PLANNED CHANGE MODELS
CRITIQUE OF PLANNED CHANGE

Conceptualization of Planned Change:
 Change
is not linear
 Change is not rational
 The relationship between change and performance
is unclear

Practice of Planned Change
 Limited
consulting skills and focus
 Quick fixes and developmental approaches
GENERAL MODEL OF PLANNED CHANGE
CASELETS…
Evaluate which of these fall under the category
of complete OD experiences and which do not.
 Provide your analysis.

ANALYSIS…
Self Renewal of a School System
Bringing Sensitivity in Construction Ind.
•Top management involved
•Behavioural science knowledge used
•Participative value or culture used.
•Whole system involved
•Change was planned, Sequential process
followed.
•Many interventions used: Task forces, self renewal
workshop, role
•negotiations, training, survey feedback etc.
•Aimed at organizational effectiveness and
resulted in change
•Lasted over an year
•Collaborative effort with behavioural science
facilitator.
This is clearly a short term OD experience. While
Lawrence School Sanawar is a clear OD the Doon
School experience only uses an OD intervention
and does not qualify to be called as OD. No long
term work and facilitators came intervened and
within the interventions followed OD principles but
not followed the sequential process etc.
•Top management involved
•Behavioural science knowledge used
•Participative value or culture used.
•Whole system involved
•Change was planned. Sequential process
followed.
•Many interventions used: Task forces,
training, developing internal
•resources, survey feedback etc.
•Aimed at organizational effectiveness and
resulted in change
•Long term
•Collaborative effort with behavioural science
facilitator.
This is the most effective example of an OD
intervention. The facilitator followed all the principles
of OD and continued for a long
time.
Only question mark if any may have been in relation
to disengagement of one of the consultants who
continued for a long time almost giving an impression
that he has becomes a part of the organization.