ORGANISATIONAL

DEVELOPMENT
Presented By : Deepak Aasiwal
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OVERVIEW
Introduction
Features of Organisational Development
Process of Organisational Development
Advantages of Organisational Development
Disadvantages of Organisational Development
Conclusion
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INTRODUCTION
Organisational Development is a process that helps
organisations improve their performance and achieve
their goals. It involves various methods and techniques
to adapt to changing circumstances and enhance
effectiveness. It focuses on making the workplace more
collaborative, supportive, and productive by improving
communication, processes, and relationships among
employees, managers, and stakeholders. This enables
organizations to respond quickly and efficiently to
changes in the market, customer needs, and technology.
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Collaborative approach:
It involves working together with
employees, managers, and other

FEATURES stakeholders to identify problems, develop

solutions, and implement changes. This
ensures that everyone has a voice in the
OF change process and is committed to making
it a success.
ORGANISATIONAL Participatory:
DEVELOPMENT OD encourages everyone in the organization
to take an active role in the change process.
By involving all stakeholders, there is
greater ownership and commitment to
making change happen.
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Systemic perspective: Focus on people and processes:

It takes a systemic perspective that OD recognizes that organizations are
views organizations as complex made up of people and that processes
systems. Changes in one area can and systems should support and
have far-reaching effects throughout empower them. This means that
the organization. So, it is essential to management practices should be
consider the broader impacts of designed to support employees, rather
changes before implementing them. than the other way around.
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Continuous improvement: Data-driven:

OD emphasizes that change is an Its interventions are based on
ongoing process, rather than a one- objective data and analysis, rather
time event. Organizations should than assumptions or personal biases.
continually assess and improve their This ensures that changes are
processes, systems, and practices to evidence-based and have a higher
stay ahead of the curve. likelihood of success.
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PROCESS OF
ORGANISATIONAL DEVELOPMENT
The organizational development process is a systematic, research-based
series of steps. Common implementation steps include the following:
Identifying an area of improvement: Organizational change begins
with identifying a need that aligns with business goals. Companies
often know that need right away, but they may consider a data-
driven approach to identify problems through formal surveys and
feedback. This approach allows for a more thorough understanding
of the area for improvement. Companies should ask themselves
what they want to change, and why that change is necessary.
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Investigating the problem: Once the area for improvement is identified, companies conduct an investigation to
learn why the problem exists, what the barriers to improvement are, and what solutions have previously been
attempted. This step can also include surveys or focus groups and individual consultations.
Creating an action plan: The company then creates a plan with allocated resources and clearly defined employee
roles. This plan will include specific support for individuals involved and identify a measurable goal. During this
step, companies should think about how they’ll communicate changes to staff and manage feedback.
Creating motivation and a vision: Once the company has clearly defined and communicated a plan, its leaders must
motivate their employees to share in a vision. This step involves leaders acting as enthusiastic role models while
helping employees understand the plan’s big-picture goals and desired impact.
Implementing: While stability is necessary during implementation, supporting employees during the transition
with mentoring, training, and coaching is equally important. When thinking about such support, management
should consider what new skills employees will need and what delivery methods will be most effective. Ongoing
feedback and communication can help make the change process easier.
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Evaluating initial results: Once the company has implemented a plan, its leaders may create space for
shared reflection, asking themselves and their employees if the change effectively met the business goals.
They’ll also evaluate the change management process and consider what could be done differently. This
step can’t be overlooked; if the company doesn’t evaluate the changes, it won’t know whether
interventions have been effective.
Adapting or continuing. Depending on the evaluation of the initial results, the company may choose to
adapt its plan. If the results show success, it may continue with the current plan to keep improving.
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ADVANTAGES
ORGANISATIONAL DEVELOPMENT
Change throughout the organization: Development activities are undertaken throughout the whole
organization.
Greater motivation: After undertaking and completing the OD program, managers and employees feel
motivated to work with joy.
Increased productivity: OD increases productivity. Because employees can work with new methods and
machines.
Better quality of work: Quality work, goods & services through successful OD programs can be ensured.
Higher job satisfaction: Managers and employees became satisfied with changed things and more
facilities.
Improved Teamwork: Employees get team spirit and teamwork may be encouraged as they become
satisfied and motivated by top management.
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DISADVANTAGES
ORGANISATIONAL DEVELOPMENT
Major time requirements: OD programs take a long time. Not only that for taking any action plan for OD, but
planners also take much time.
Substantial expenditure: It costs many. A lot of funds are required to execute to OD program. Sometimes an
organization cannot manage funds.
Delayed pay off period: In some cases, the OD program is affected by a delayed pay-off period. That is why
some organizations become reluctant.
Possible failure: OD program may be failed due to some reasons. These failures are both human-related
and non-human-related.
Possible envision of privacy: The privacy of the organization may be leaked out through the OD program.
Due to the involvement of irresponsible people, it happens so.
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CONCLUSION
Organizational Development, a deliberate process for organizational enhancement, is deemed
successful when objectives are met, employee feedback is positive, and performance metrics
improve. Achieving cultural shifts, fostering leadership development, and ensuring sustained
adaptability are key indicators of success. Addressing challenges and promoting continuous
learning contribute to a resilient organizational culture. Ultimately, assessing return on
investment solidifies the success of Organizational Development in promoting growth,
effectiveness, and enduring positive change within the organization.
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