Organizational DevelopmentAt

Microsoft

By Alfiyah Malekjee 13Pooja Pradhan 15

Sanna Shaikh 20Rukhsar Surve 21

Introduction to OD

• A growing field of human resource management

• Behavioral and social science

• Humanistic in their approach to change management

• Sustainable organizational performance

• Organizations invest heavily in transformational change

• Deliver sustainable performance

OD Intervention

• Learning process

• Technique by professional

• People and collaboration

About the Company

• One of the fastest growing subsidiaries of microsoft corporation

• The Microsoft India story began in 1990, picked up greatly in

the new millennium, and has grown steadily since then• Microsoft continues to be an active partner in innovation • They work on things that make a real difference

About the Company continueMicrosoft's vision• Microsoft is the productivity and platform company for

the mobile-first and cloud-first world. We will reinvent productivity to empower every person and every organization on the planet to do more and achieve more

strategy• Maximize the business impact of global diversity and

inclusion to empower our people, transform our culture and delight our customers.

Employee community • Continued success depends on the

diverse skills, experiences, and

backgrounds

• A rich community of employee resource

groups (ERG) and employee networks

(EN)

Employee community Continue

• provide career development, support, networking opportunities,

mentoring, community participation, product input, and

assistance in activities that promote cultural awareness

• speaker series, scholarship programs, community service,

development conferences, and heritage celebrations.

Changes in Microsoft initiated at top

• Gates appointed Ballmer as CEO and president

• Both wanted to reinvent Microsoft

• Executives given power to run units with less

supervision

• Ballmer encourage everyone to rethink the way they do

their jobs

Changes in Microsoft initiated at top Continue

• Ballmer wants people to be respectful to others

• He wants managers to work collaboratively

• Collaboration will produce complacency and stifle innovation

• Ballmer has history of humiliating executives that may discourage

real change

Overview of Major OD Intervention Techniques

Intervention techniques focus on 4 categories:

1. Individual or interpersonal level

2. Team or group level

3. Intergroup level

4. Total organizational system level

Individual OD Interventions

a. Role negotiation

b. Management Training

c. Job redesign

d. Career planning

Individual OD Interventions -Role negotiation

• Small group process

•  Outlining the behavior 

• An individual exchanges messages with another person

Individual OD Interventions -Management training

• the process of training staff to be Managers

• study problems

• Work out solutions

Individual OD Interventions -Job redesign•  an effort where job responsibilities and tasks are

reviewed

• improve output

• improvements in both productivity and in job

satisfaction

Individual OD Interventions -Career planning

• continuous process

• thinking about your interests, values, skills and

preferences; exploring the life, work and learning

options 

• a rewarding and positive experience

Team OD Interventions

a. Team building

b. Process consultation

c. Inter-group team building

Team OD Interventions -Team building

• a collective term

• enhance social relations 

•  It is distinct from team training

Team OD Interventions -Process consultation

• process consultant is a highly qualified professional

•  acts as a facilitator

• deal with issues

Team OD Interventions –Inter group team building

• Improves intergroup relations between work teams

• Understands the communication gap 

•    Helps in sorting out many issues

Organizational-wide OD Interventions

a. Survey feedback

b. Confrontation meeting

c. Structural redesign

d. Management by objective (MBO)

Organizational wide OD Interventions -Survey feedback

• a tool that can provide this type of honest feedback

• help leaders guide and direct their teams

• Obstacles and gaps between the current status quo and

the desired situations may or may not be directly

apparent

Organizational wide OD Interventions-Confrontation meeting

• an intervention designed to mobilize the resources

• Originally developed by Beckhard

•  intervention can be used at any time but is

particularly useful when the organization is in stress 

Organizational wide OD Interventions -Structural redesign

• Right issues

• Right obstacles

• Right design characteristics

• Right change

Organizational wide OD Interventions -Management by objective• also known as management by results (MBR)

•management and employees agree to the objectives

• understand what they need to do in the organization

Conclusion and RecommendationConclusion

• Use of OD strategic intervention

• monitor progress by Identify problems, benchmark, training and goals and objective

• Interventions are rooted in the disciplines of engineering, sociology, and psychology

Recommendation

• should identify the stakeholders whose commitment is required

• business strategies and organizational systems must be changed together in response to external and internal disruptions