ORGANISTIONAL DEVELOPMENT

By Abu George Philip

Topics for Discussion

Introduction

Definition and Meaning

History Characteristics Objectives The OD Process Conclusion

Introduction
Change is the law of nature.It is necessary for the

survival and growth of an organisation. Change occurs not only in technology , marketing , etc but also in human values ,attitudes , social system , organisational climate ,culture , etc. Management has to meet these changes effectively through a systematic and planned change effort. OD has emerged as the modern approach to manage these changes and human resource development.

Definition and Meaning

Warren G.Bennis defines OD as a complex educational

strategy intended to change the beliefs,attitudes,values and structure of organisations so that they can better adapt to new technologies,markets and challenges.
Dale S.Beach defined OD asa complex educational

strategy designed to increase organisational effectiveness and wealth through planned interventionby a consultant using theory and techniques of applied behavioural service.

 OD is a broader concept and includes management

development and training as its sub-systems,the primary objectiveis to change the nature of total organistaion.
OD is not a separate discipline but it heavily draws from

other disciplines like psychology,sociology,anthropology,etc.

OD is based upon theory and research. OD is concerned with people for increasing organisation

effectiveness.
OD is also concerned with improving organisational

climate and culture.

History
Kurt Lewin played key role in the evolution of OD.
He experimented with a 3-step process of planning,

taking action , measuring results. Douglas McGregor also served as a resource person for setting up OD process(in Union Carbide Corporation,1962).

Characteristics of OD
OD focusses on the whole organisation to assure that all

it parts are well co-ordinated. OD is concerned with the interaction and interrelation among its various sub-systems. OD uses change agents who stimulate and co-ordinate change within a group. OD is concerned with problem solving approach rather than merely discussing them. OD emphasises learning by experience. OD utilises group processes like group discussions , intergroup conflicts , collaboration and cooperation

(contd..)
OD provides feedback data and information to the

participants. OD is a long-term approach to improve the overall organisational effectiveness. OD is research based as most of its interventions are based on research findings.

Objectives
To increase openness of communication among people. To increase commitment , self-direction and self-control. To encourage people (who are close to the point of actual

action) to make decisions regarding their issues through collaborative efforts.

To involve the in the process of analysis and implementation. To encourage the confrontation regarding organisational

problems with a view to arrive at effective decisions.

(contd..)
To enhance personal enthusiasm and satisfaction levels. To increase the level of trust and support among

employees.
To develop strategic solutions to problems with higher

frequency.
To increase the level of individual and group responsibility

in planning and execution.

The OD process
Initial Diagnosis Recognising the inadequacies within an organisation. Finding out professional and competent people to plan and execute OD

activities. These consultants adopt various methods which includes Interviews Questionnaires Direct Observation Analysis of documents Data CollectionSurvey Method is used to collect data and information for determining organisational climate.
Data Feedback and Confrontation-

Data collected are analysed and reviewed by various work groups formed for this purpose inorder to meditate in the areas of disagreement of ideas or opinions and to establish priorities.

Selection and Design of Interventions-

Interventions are planned activities that are introduced into system to accomplish desired changes and improvements. At this particular stage suitable intervention are to be selected and designed.
Implementation of Intervention-

Selected intervention is implemented . Interventions may take the form of Workshops , Feedback of data to participants , Group discussions , written exercises , onthe-job activities , redesign of control systems , etc.

Action Planning and problem solving-

Groups prepare recommendations and specific action planning to solve the specific and identified problems by using data collected. Team BuildingConsultants encourage the employees throughout the process to form groups and teams by explaining the advantages of teams in OD process , by arranging joint meetings with managers and sub-ordinates. Intergroup DevelopmentIt consists of intergroup meetings ,interaction , etc after the formation of groups. Evaluation and Follow-up Organisation evaluates the OD process , find out their utility , develop programmes further to correct the deviations.

Conclusion
OD process contribute to increase job performance of

individual employees , groups and organisation. Group performance will be enhanced much as OD emphasis on group activity. It encourage Team work , Communication skill , cooperation , interpersonal relations , openness,etc Employees with these changing behavioural dimensions feel happy and have a sense of satisfaction about the job and company. It enables people to understand about themselves and others in the group.Thus resulting in self change of the employees.