Page 162 - DMGT520_ORGANIZATION_CHANGE_AND_DEVELOPMENT

Unit 11: Implementation and Assessment of OD

Notes
involving the study and write-up of interdepartmental administrative practice. Both the
sections would be headed by retired government servants. Mr. Fredrick would head the
Budget session and Mr Boniface would head the systems service section.
Within a month after appointment both Mr Fredrick and Mr Boniface complained that
their sections could not make any headway in their procedure work because of the
uncompromising attitude of the production department. They (Production Department
Personnel) do not have any time for us. We are fed up the lack of support on the matter and
the lack of support from the people we are supposed to be working with. The Production
Department personnel had a different story to tell. They said "We are busy people in
production and do not have a lot of time to play around. We will work with anyone but it
will have to be in our spare time". The problem was referred to Mr. Charles D'Souza the
CEO of M. M. L.

11.7 Assessment of OD and Change in Organisational Performance

Performance management is an integrated process of defining, assessing and reinforcing
employee work behaviour and outcomes. Organisations with a well-developed performance
management process often outperform those without this element of work design. Performance
management is an in the organisational performance is affected by practices and methods of
goal setting, performance appraisals and reward system. They are discussed below:

11.7.1 Goal Setting

Goal setting involves manager and subordinates in jointly establishing and clarifying employee
goals. The process of establishing challenging goals involves managing the level of participation
and goal difficulty.

Characteristics of Goal Setting

 Establishing Challenging Goals: Establishing goals that are perceived as challenging but
realistic and to which there is a high level of commitment.

 Clarifying Goal Measurements: The second element of goal setting process involves
specifying and clarifying the goals. To clarify goal measurement should be operationally
defined and it has to be ensured that the measure can be influenced by employee or group
behaviour.

 Application Stages: OD practitioners have developed specific approaches which involve-
diagnosis, preparation of goal setting, setting of goals and review.
 Management by Objectives: A common form of goal setting used in organisation is MBO.
This method is chiefly an attempt to align personal goals with the business strategy by
increasing communication and shared perception between the management and
subordinates.
11.7.2 Performance Appraisal

Performance appraisal is a feedback system that involves the direct evaluation of individual or
work performance groups by a supervisor, manger or peers. The process of performance appraisal
involves the following steps:
 Select the right people.
 Diagnose the current situation

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