NOTES
Self-Instructional
Material 21
Approaches
2. Organization Development
Management can effectively meet challenges of change through a systematic
and planned effort. Organization development is the modern approach to
management of change and human resource development. According to Dale
S. Beach, organization development is ‘a complex educational strategy
designed to increase organizational effectiveness and wealth through planned
intervention by a consultant using theory and techniques of applied
behavioural science’. Organization Development (OD) concentrates on those
dimensions that are about people like norms, values, attitudes, relationships,
organizational climate etc. OD efforts broadly aim at improving the
organizational effectiveness and job satisfaction of the employees. Humanizing
the organizations and encouraging the personal growth of individual
employees can attain these aims.
3. Organization/Job Design
Organization design deals with structural aspects of organizations. It aims at
analysing roles and relationships so that collective effort can be explicitly organized
to achieve specific ends. The design process leads to development of an
organization structure consisting of units and positions. There are relationships
involving exercise of authority and exchange of information between these units
and positions.
Michael Armstrong has defined job design as — ‘the process of deciding
on the content of a job in terms of its duties and responsibilities; on the methods to
be used in carrying out the job, in terms of techniques, systems and procedures
and on the relationships that should exist between the job holder and his superiors,
subordinates and colleagues’. Thus, job design is the process of determining the
specific tasks and responsibilities to be carried out by each member of the
organization. It has many implications for human resources management. Both the
content and one’s job and the ability to influence content and level of performance
affect a person’s motivation and job satisfaction.
4. Human Resource Planning
Human resource planning may be defined as the process of assessing the
organization’s human resource needs in light of organizational goals and making
plans to ensure that a competent, stable work force is employed.
The efficient utilization of organizational resources — human, capital and
technological — just does not happen without the continual estimation of future
requirements and the development of systematic strategies designed towards goal
accomplishment. Organizational goals have meaning only when people with the
appropriate talent, skill and desire are available to execute the tasks needed to
realize goals.
