Name: Rhea G.

Bato
Year & Section: BSCD 3B
Subject: CD27- Community Organizing
Instructor: Mr. Arniel O. Disbarro

MODULE 1. ORGANIZATIONAL DEVELOPMENT PROCESS AND

APPROACHES

WHAT IS ORGANIZATIONAL DEVELOPMENT?

- Organizational development (OD) is the planned, systematic process of changing

the strategies, procedures and culture of an organization to improve its performance,
effectiveness and growth.
- OD is an effort within an organization to improve its capabilities and overall
effectiveness. Not a simple process or quick fix, OD is a structured, organized and
often lengthy endeavor to bring transformational change to specific areas of an
organization or all of its parts—its values, strategy, structure, people and processes
—with the goal of creating a sustainable, resilient organizational culture that can
adapt to change and achieve targeted goals for success, growth and profitability.
- Data and evidence are used extensively in OD. It is a research-driven process and
focuses on modifying human behavior for the betterment of employees and the
organization overall. Unlike HR management, which includes hiring, employee
retention and performance management as well as helping with policies and
procedures, OD assesses what is happening within an organization and performs an
intervention, attempting to produce positive change and align employees’ behavior
with the organization’s strategy, business processes and goals.
Organizational Development Process
Phase 1. Entry and Contracting
1. Initial contact for collaboration
- is the first step in building a working relationship between a consultant or facilitator
and an organization. It is an informal or formal approach where both parties come
together to explore the possibility of collaborating on a project or organizational
intervention. This initial contact phase is critical for establishing mutual
understanding, determining the potential for working together, and setting the tone
for future collaboration.
2. Needs Assessment
-is a systematic process used to identify and evaluate the gaps between an
organization's current state and its desired outcomes or objectives. It is a critical first
step in planning interventions, whether for organizational development, program
planning, or policy formulation. The purpose of a needs assessment is to ensure that
resources, strategies, and actions are aligned with the actual needs of the
organization or target population.
3. Contracting
- is a critical phase in the organizational development (OD) process that formalizes
the agreement between the consultant (or facilitator) and the client (organization)
regarding the terms of the engagement. It follows the Entry phase, where trust is
established, and roles and goals are clarified. The contracting phase helps ensure
that both parties have a clear understanding of expectations, scope of work,
responsibilities, timelines, and deliverables.
Phase 2. Diagnosis
2.1 Data Collection- is the process of gathering relevant information to understand
the current state of the organization or the issue being addressed. It is a critical step
in many organizational development processes, program evaluations, and research.
The type of data collected depends on the goals of the project, and the methods
used must be chosen based on the type of information needed and the target group.
2.2 Data Analysis- involves examining the collected data to identify patterns, trends,
relationships, and insights that can inform decisions or actions. This process
transforms raw data into meaningful information.
2.3 Feedback- is the process of sharing the results or findings from data analysis
with stakeholders to inform them about the progress, outcomes, and next steps.
Feedback is essential for refining the approach, making necessary adjustments, and
ensuring that all parties are aligned and involved in the process.
Phase 3. Plan
3.1 Goal setting- is the process of defining clear, measurable, and achievable
objectives that will guide the intervention or development process. Goals provide
direction, clarity, and a framework for decision-making, and they align the efforts of
all involved stakeholders toward a common purpose.
3.2 Intervention Design- is the process of creating strategies, actions, and initiatives
aimed at addressing the identified needs or goals. This phase focuses on designing
practical solutions or interventions that will have the desired impact on the target
population or organization.
3.3 Action Planning- involves creating a detailed, step-by-step roadmap that outlines
what needs to be done, by whom, when, and with what resources. It’s the bridge
between the conceptual design of interventions and their actual implementation.
Phase 4. Implementation
4.1 Intervention Implementation- refers to the actual execution of the strategies and
actions that have been designed in the planning phase. This stage involves
translating plans into concrete activities, services, or changes that are delivered to
the target group or organization.
4.2 Change Management- involves preparing, supporting, and helping individuals or
organizations navigate through the change process. It is crucial for ensuring that
interventions lead to lasting change, rather than temporary fixes.
4.3 Monitoring the Progress- involves tracking and evaluating the implementation of
interventions to ensure that they are on track and producing the desired outcomes.
Monitoring allows for the identification of issues and the opportunity to make
adjustments before problems escalate.
Phase 5. Evaluation
5.1 Evaluation Design-is the process of developing a structured approach to assess
the effectiveness and impact of the intervention or program. It outlines the methods,
tools, and processes to be used in gathering data, analyzing results, and reporting
findings.
5.2 Data Collection-is the process of gathering information to evaluate the
effectiveness of the intervention. It involves the systematic gathering of relevant
data, both quantitative and qualitative, based on the evaluation design.
5.3 Evaluation Report- involves summarizing the findings from the evaluation and
presenting them in a clear and actionable manner. This report communicates the
results to stakeholders and provides recommendations for future actions.
Phase 6. Institutionalization and Sustainability
6.1 Instituralization-refers to the process of embedding the changes made during the
intervention into the culture, systems, and policies of the organization or community.
The goal is to make the change a permanent part of how the organization functions.
6.2 Sustainability Planning-focuses on ensuring that the outcomes and
improvements achieved during the intervention are maintained over time. It involves
creating a plan for long-term support and resilience of the intervention.
6.3 Follow up-refers to the process of checking in on the progress of the intervention
after its initial implementation to ensure that the outcomes are being maintained and
to address any new challenges that may arise.
APPROACHES
1. Action Research Approach- is a participatory and collaborative approach where
the organization works with a consultant or OD practitioner to identify problems,
develop interventions, and continuously improve. The core of action research is that
change is driven by the people who are directly affected by the change process.
2. Human Process Approach- emphasizes the importance of interpersonal
relationships, communication, and group dynamics in achieving organizational
change. It focuses on improving the way people within the organization work
together and interact.
3.Socio-Technical System Approach- integrates the social and technical aspects of
an organization. It seeks to balance and optimize both people (social systems) and
technology (technical systems) to improve overall organizational performance.
4. Structural Approach- focuses on the design of the organization's structure and
how it affects organizational performance. This approach views the formal
organization (e.g., hierarchy, roles, and reporting relationships) as central to
achieving effectiveness.
5. Behavioral Approach- focuses on individual and group behavior within the
organization. It uses psychological principles to improve motivation, morale, and
interpersonal relationships, thus enhancing performance.
6. Strategic Change Approach- focuses on aligning the organization’s strategy with
its operations, ensuring that organizational changes are in line with long-term
business goals. This approach often involves significant shifts in how the
organization does business.
7. Learning Organization Approach- focuses on fostering a culture of continuous
learning and adaptability. It encourages organizations to create environments where
employees are constantly developing new skills and knowledge.
8.Appreciative Inquiry Approach- is a positive approach to organizational
development that focuses on identifying and amplifying an organization’s strengths,
rather than focusing on its problems. It emphasizes what works well and seeks to
build on those strengths for future growth.

MODULE 2: SUCCESS INDICATOR FOR COMMUNITY ORGANIZING TOWARDS

COMMUNITY DEVELOPMENT

What is Community Organizing and Development

Community organizing is a participatory process that empowers individuals and

groups to work together towards common goals for social change and development.
It is essential for creating self-sustaining communities by addressing social,
economic, and environmental concerns.

II. Success Indicators for Community Organizing

The success of community organizing efforts can be measured through various

indicators, including:

1. Active Participation and Engagement

o Increased involvement of community members in decision-making.
o High attendance in meetings and local initiatives.
2. Strong and Sustainable Leadership
o Presence of trained and committed leaders.
o Leadership succession plans to ensure continuity.
3. Community Empowerment and Capacity Building
o Increased knowledge and skills among community members.
o Improved problem-solving and decision-making abilities.
4. Effective Collaboration and Partnerships
o Strong relationships between community organizations, local
government, and private sectors.
 oAccess to external funding and resources.
5. Implementation of Development Projects
o Execution of community-driven programs (e.g., livelihood, education,
health initiatives).
o Visible improvements in community infrastructure and services.
6. Sustainability and Self-Reliance
o Reduced dependency on external support.
o Community members taking ownership of projects and maintaining
them long-term.
7. Policy and Advocacy Impact
o Changes in local policies that benefit the community.
o Recognition of community issues at the government level.

III. Importance of Success Indicators in Community Development

 Helps in monitoring and evaluating community progress.

 Encourages transparency and accountability.
 Strengthens community engagement and motivation.
 Ensures sustainability of development initiatives.

MODULE 3. FORMULATION OF OD PLAN

The Formulation of an OD (Organizational Development) Plan is a structured process that

organizations follow to assess their current state, identify areas for improvement, and create
strategies that enhance overall performance and effectiveness. The goal is to align
organizational activities with its long-term vision and goals while fostering a positive
organizational culture, improving processes, and boosting employee engagement.

Steps in the Formulation of an OD Plan:

1. Assessment of Current State:

o Evaluate the existing organizational structures, processes, culture, and
performance.
o Use tools such as SWOT analysis (Strengths, Weaknesses, Opportunities,
Threats) to gain insights.
2. Define Organizational Objectives:
o Set clear and achievable goals that address the organization's needs.
o Align objectives with the organization's mission and vision.
3. Develop Interventions:
o Plan strategies and interventions (e.g., training, restructuring, leadership
development) to achieve the set objectives.
4. Action Plan and Timeline:
o Create a detailed action plan outlining specific activities, who will be
responsible, and deadlines.
5. Implementation:
o Execute the interventions and monitor progress regularly.
6. Evaluation and Feedback:
 o Continuously assess the effectiveness of the plan.
o Collect feedback and adjust strategies as needed.

Educational Development Plan Template:

An educational development plan is a tool that helps structure an individual’s learning or an

institution’s development goals, guiding their growth in specific areas.

Example of an Educational Development Plan:

Scenario: Enhancing STEM Education at a University

 Objective: To improve the quality of STEM (Science, Technology, Engineering,

Mathematics) education to prepare students for the future workforce.
 Actions/Interventions:
o Revise the curriculum to include modern programming languages.
o Organize faculty workshops to increase their familiarity with technology
integration in teaching.
o Create a dedicated STEM lab for practical learning.
 Timeline: The entire process is expected to take 18 months, with ongoing reviews
after the first 12 months.
 Responsible Person(s): Dean of the College of Engineering, Faculty, IT Support
Staff.
 Resources Needed: Computers, software licenses, training programs, external
trainers.
MODULE 4: COMMUNITY ORGANIZING

Community organizing is a process where people who live in proximity to each

other or share some common problem come together into an organization that acts
in their shared self-interest.[1] Unlike those who promote more-
consensual community building, community organizers generally assume that social
change necessarily involves conflict and social struggle in order to generate
collective power for the powerless. Community organizing has as a core goal the
generation of durable power for an organization representing the community,
allowing it to influence key decision-makers on a range of issues over time. In the
ideal, for example, this can get community-organizing groups a place at the
table before important decisions are made.[2] Community organizers work with and
develop new local leaders, facilitating coalitions and assisting in the development of
campaigns. A central goal of organizing is the development of a robust, organized,
local democracy bringing community members together across differences to fight
together for the

Types of Community Organizing:

1. Grassroots Organizing:
o This is the bottom-up approach where community members are the
main drivers of the organizing efforts. It emphasizes the direct
involvement of people in addressing their concerns and taking actions
to resolve them.

2. Issue-based Organizing:
o Organizing efforts are focused on a specific issue (e.g., healthcare
reform, environmental protection). These campaigns mobilize people
who care about a particular cause and seek to influence public policy
or community practices.

3. Political Organizing:
o This type of organizing focuses on getting people involved in the
political process to advocate for policy changes that will benefit their
community.

4. Social Justice Organizing:

o This is a form of organizing focused on creating fairness and equality in
society, especially for marginalized or oppressed groups. It often
addresses systemic issues such as racial, gender, and economic
inequalities.

Goals of Community Organizing:

 Social Change: To achieve improvements in social, economic, and

environmental conditions.
 Political Power: To give marginalized communities a voice in decision-
making.
 Solidarity and Support: To create a sense of unity and collective
responsibility.
Strategies and Tools:

 Mapping Community Assets: Identifying existing resources, skills, and

networks that can be leveraged for organizing efforts.
 Public Meetings and Forums: Providing platforms for discussion, education,
and decision-making.
 Coalition Building: Bringing together various groups or organizations that
share a common interest.
 Media and Social Media: Using tools like local media or social media
platforms to raise awareness and engage a broader audience.

LABORATORY 6: ORGANIZATIONAL PROFILING

6.1 Reorganization

Reorganization refers to the process of restructuring an organization to improve its

efficiency, adapt to changing external conditions, or realign its goals. This might
include:

 Assessing current structures: Reviewing the existing organizational

hierarchy and workflow to identify inefficiencies or misalignments.
 Redesigning roles and responsibilities: Modifying job descriptions,
redefining tasks, and aligning roles with the organization’s mission and vision.
 Improving communication: Ensuring that information flows smoothly
between departments or teams.
 Reallocating resources: Redistributing resources, such as human capital or
financial assets, to more critical areas.

Reorganization could be driven by various factors such as expansion, innovation,

cost-cutting measures, or a shift in strategic priorities.

6.2 Formulation/Revision of CBL (Competency-Based Learning)

Competency-Based Learning (CBL) is a model of education or training that

focuses on ensuring that employees or members gain specific, measurable skills and
competencies required for their roles. When it comes to organizational profiling, this
may involve:

 Formulating new CBL frameworks: Identifying the key competencies

required for roles within the organization and designing or revising the
learning curriculum to build those competencies.
 Assessing current skills and gaps: Evaluating employees’ current
competencies, identifying gaps, and tailoring learning programs to address
them.
 Revising CBL programs: Continuously updating and refining the CBL
programs to match evolving job requirements, industry standards, or
technological advancements.

The goal of CBL is to ensure that every member is equipped with the right skills for
their job and is able to perform at the highest standards.
6.3 Action Planning

Action planning involves outlining a clear, systematic approach to achieve specific

objectives. It helps in structuring initiatives, setting timelines, and defining
measurable outcomes. In the context of organizational profiling, action planning may
include:

 Setting clear goals and objectives: Defining short-term and long-term goals
that align with the organization’s strategic vision.
 Identifying key actions and tasks: Breaking down the process into specific
tasks that need to be executed.
 Designating responsibilities: Assigning roles and responsibilities to
individuals or teams to ensure accountability.
 Setting timelines: Determining deadlines for each task and for the overall
goal.
 Monitoring and evaluation: Establishing mechanisms for tracking progress
and evaluating outcomes to ensure the success of the action plan.

6.4 Facilitation for DOLE Registration

DOLE Registration (Department of Labor and Employment registration) typically

refers to the process through which an organization or company registers with the
Department of Labor to comply with labor laws and regulations. Facilitation for DOLE
registration would involve:

 Ensuring compliance: Making sure the organization complies with all legal
requirements before initiating the registration process (e.g., labor standards,
health and safety regulations).
 Documentation preparation: Collecting and organizing the necessary
documents required for registration, such as proof of business registration,
employee details, and financial records.
 Liaising with DOLE: Facilitating communication and coordination with the
Department of Labor to submit the registration application and ensure all
procedural steps are followed.
 Monitoring the process: Keeping track of the status of the registration
application and ensuring that the process is completed without delays.

References:

https://www.ibm.com/think/topics/organizational-development

https://ctb.ku.edu/en/table-of-contents/evaluate/evaluate-community-initiatives/community-level-
indicators/main

Educational Development Plan Template from ERIC

https://en.wikipedia.org/wiki/Community_organizing
https://library.fiveable.me/race-ethnicity-politics-in-african-diaspora/unit-12/grassroots-organizing-
community-activism/study-guide/N09R7Zu0pBrW4YCa