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Effective Feedback in Organization Development

The document discusses feedback in organizational development and change. It covers the importance of feedback, desired characteristics of feedback content and process, possible effects of feedback, determining feedback content, effective feedback meetings, the survey feedback process, and limitations of survey feedback.

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Irum Saba
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31 views7 pages

Effective Feedback in Organization Development

The document discusses feedback in organizational development and change. It covers the importance of feedback, desired characteristics of feedback content and process, possible effects of feedback, determining feedback content, effective feedback meetings, the survey feedback process, and limitations of survey feedback.

Uploaded by

Irum Saba
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

Organization Development and Change

Chapter Eight:
Feeding Back
Diagnostic Information

Thomas G. Cummings
Christopher G. Worley
Learning Objectives
for Chapter Eight
• To understand the importance of data
feedback in the OD process
• To describe the desired characteristics of
feedback content
• To describe the desired characteristics of
the feedback process

Cummings & Worley, 8e 8-2


(c)2005 Thomson/South-Western
Possible Effects of Feedback
Feedback occurs

No NO Is the energy created


Change by the feedback?
YES Energy to use
What is the direction data to identify
Energy
of the feedback? and
to deny or
solve problems
fight data
Do structures and
Failure, NO processes turn
frustration, energy
Anxiety,
no change into action?
resistance, YES
no change
Change
Cummings & Worley, 8e 8-3
(c)2005 Thomson/South-Western
Determining the
Content of Feedback
• Relevant • Limited
• Understandable • Significant
• Descriptive • Comparative
• Verifiable • Unfinalized
• Timely

Cummings & Worley, 8e 8-4


(c)2005 Thomson/South-Western
Effective Feedback Meetings
• People are motivated to work with the data
• The meeting is appropriately structured
• The right people are in attendance
– knowledge
– power and influence
– interest
• The meeting is facilitated
Cummings & Worley, 8e 8-5
(c)2005 Thomson/South-Western
Survey Feedback Process
• Members involved in designing the survey
• The survey is administered to the
organization
• The data is analyzed and summarized
• The data is presented to the stakeholders
• The stakeholders work with the data to
solve problems or achieve vision
Cummings & Worley, 8e 8-6
(c)2005 Thomson/South-Western
Limitations of Survey
Feedback
• Ambiguity of Purpose
• Distrust
• Unacceptable Topics
• Organizational Disturbances

Cummings & Worley, 8e 8-7


(c)2005 Thomson/South-Western

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