THE

OD PRACTIONER
 PRE-TEST
Items 1-5: Select what skills and qualities are evident in the OD proffessionals in each scenarios:
1. In a manufacturing company, the production floor workers were resistant to adopting new automation
technology. They feared job loss and increased stress due to the changes. The OD practitioner, Mark,
conduct group meetings, explaining the benefits of automation, addressing their concerns, and involving
them in the decision-making process.

A. Problem-Solving B. Communication C. Facilitation D. Leadership

2. In a tech startup facing a crisis due to a critical product failure, the OD practitioner, Sarah, stepped in to
guide the team through the crisis by setting a clear vision for resolving the issue, inspiring a sense of
urgency, and fostering open communication, while instilling confidence and motivation. Through her
initiative, the team successfully resolved the problem, learned from the experience, and emerged stronger
and more resilient.

A. Emotional Intelligence B. Communication C. Adaptability D. Leadership

 PRE-TEST
3. In a high-stress corporate environment undergoing a major restructuring, the OD practitioner, Maria,
noticed that employees were grappling with anxiety and uncertainty about their future roles. Maria initiated
one-on-one conversations, showing empathy and active listening to understand their concerns and emotions
and offered support and tailored guidance. Her initiative alleviates anxiety, maintaining morale, and
ultimately contributing to a smoother transition for both employees and the organization.

A. Conflict Resolution B. Communication C. Leadership D. Emotional Intelligence

4. In a healthcare organization implementing a new electronic health record system. As the project faced
unexpected technical glitches and resistance from some staff, Sarah, the OD practitioner, swiftly adjusted
her approach. She conducted additional training sessions, created user-friendly guides, and offered one-on-
one support to address the unique challenges employees encountered. Her action ensured a smoother
transition, increased staff confidence in the new system, and ultimately improved patient care.

A. Adaptability B. Analytical Skills C. Facilitation D. Leadership

 PRE-TEST
5. In a large corporate retreat aimed at enhancing team collaboration, the OD practitioner, John, has started
designing interactive exercises that encouraged participation and teamwork among the attendees. Through
skilled questioning and active listening, John guided discussions on key challenges, fostering open dialogue
and generating innovative solutions. His ability to maintain a neutral and inclusive atmosphere allowed
employees at all levels to contribute ideas and feel valued. As a result, the retreat not only improved team
dynamics but also generated actionable strategies for addressing the company's pressing issues, showcasing
John's facilitation expertise.
A. Problem-Solving B. Conflict Resolution C. Facilitation D. Leadership

Items 6-10: Select what best describes the importance of having an OD practitioner:

Conflict Resolution Cultural Alignment Conflict Resolution

Enhanced Employee Engagement
Talent Development
Innovation Sustainability
Adaptation to Market Changes Efficiency
PRE-TEST
For items 11-15, Give the 2 types of an Organizational Development Professionals and their differences:

A. Objective and Subjective OD, The Objective OD ensures that his observations and actions are not
affected by his personal feelings even if it hurts some employees as long as the goals are met, while the
Subjective OD believes that the change initiatives should be based on what the employees want and
prioritizes their employee opinions over goals.

B. Authoritarian and Participative OD, The Authoritarian OD implements and decides change
initiatives unilaterally, while the Participative OD seeks the input of other employees in deciding what
actions to take.

C. Internal and External OD, The Internal OD works from inside the company, hence they have in-
depth knowledge of the challenges and opportunities that must be fixed and must be enhanced
respectively, while the external OD works from outside the company, they offer an outsider's perspective
to the organization and conducts unbiased assessment of organizational issues and solutions.
 THE
OD PRACTIONER
OD professionals work to enhance various aspects of an organization, such as its
culture, structure, processes, and people, to facilitate positive change and growth.
Here are some key aspects of OD and the skills and qualities OD practitioners
should possess:
1.Skills and Qualities of OD
Professionals
 Communication
Effective communication is crucial for OD professionals to
facilitate dialogue, build relationships, and convey change
initiatives.
 Analytical Skills
They need the ability to gather and analyze data to identify
organizational issues and trends.
 Problem Solving
OD practitioners should excel in problem-solving to address
complex organizational challenges.
 Change Management
Understanding change management principles and techniques is
essential, as OD often involves significant organizational
changes.
 Facilitation
Facilitating group processes, workshops, and interventions is a
key skill to guide organizations through change.
 Emotional Intelligence
OD professionals must be empathetic and emotionally intelligent
to understand and manage the reactions of individuals and teams
during change.
 Leadership
Strong leadership skills are valuable for influencing and guiding
organizations towards desired outcomes.
Conflict Resolution
The ability to mediate and resolve conflicts within an
organization is essential.
Adaptability
OD practitioners should be adaptable and open to change
themselves, as the field evolves.
2.Importance to the
Company
Improved Performance
OD interventions can lead to enhanced organizational
performance, increased productivity, and greater profitability.
Enhanced Employee Engagement

OD efforts often result in a more engaged and motivated

workforce, which can lead to higher retention rates and reduced
turnover.
Cultural Alignment
OD helps align the organizational culture with its goals and
values, leading to a more cohesive and positive workplace
environment.
Innovation
By fostering a culture of innovation, OD can help companies stay
competitive and adapt to evolving market conditions.
Efficiency
Streamlining processes and improving workflows can increase
operational efficiency and reduce costs.
Conflict Resolution
OD can help identify and address conflicts early, preventing them
from escalating and negatively impacting the organization.
3. Two Types of OD
Practitioners
Internal Organization Development
Practitioners

are professionals who work within a specific organization to

facilitate and drive positive change, growth, and development.
External Organization Development
Practitioners

are consultants or specialists who are not employed by the

organization but are hired from outside to support and guide the
organization in its development efforts.
 Internal vs. External
OD PRACTITIONERS OD PRACTITIONERS

They are employees of the organization they serve. They are not part of the organization's permanent staff.

They have an insider's view of the organization that allows them They bring an outsider's perspective to the organization that offer
to have in-depth knowledge of the organization's unique unbiased assessment of organizational issues and solutions often
challenges and opportunities. leading to innovative ideas and insights.

They may face challenges in maintaining objectivity due to their They are generally more objective because they are not
close ties to the organization. emotionally or personally invested in the organization.

Limited exposure to a variety of industries and organizational Often work with multiple organizations across different sectors.
contexts.

They may have other responsibilities within the organization as They are often brought in for specific projects or interventions.
well.
In summary, OD is vital for organizations seeking to adapt to change, improve
their performance, and create a positive work environment. OD professionals
play a crucial role in guiding these transformations through their skills, expertise,
and commitment to organizational growth and development.
 POST-TEST
Items 1-5: Select what skills and qualities are evident in the OD proffessionals in each scenarios:

1. In a tech startup facing a crisis due to a critical product failure, the OD practitioner, Sarah, stepped in to
guide the team through the crisis by setting a clear vision for resolving the issue, inspiring a sense of
urgency, and fostering open communication, while instilling confidence and motivation. Through her
initiative, the team successfully resolved the problem, learned from the experience, and emerged stronger
and more resilient.

2. In a high-stress corporate environment undergoing a major restructuring, the OD practitioner, Maria,

noticed that employees were grappling with anxiety and uncertainty about their future roles. Maria initiated
one-on-one conversations, showing empathy and active listening to understand their concerns and emotions
and offered support and tailored guidance. Her initiative alleviates anxiety, maintaining morale, and
ultimately contributing to a smoother transition for both employees and the organization.
 PRE-TEST
3. In a large corporate retreat aimed at enhancing team collaboration, the OD practitioner, John, has started
designing interactive exercises that encouraged participation and teamwork among the attendees. Through
skilled questioning and active listening, John guided discussions on key challenges, fostering open dialogue
and generating innovative solutions. His ability to maintain a neutral and inclusive atmosphere allowed
employees at all levels to contribute ideas and feel valued. As a result, the retreat not only improved team
dynamics but also generated actionable strategies for addressing the company's pressing issues, showcasing
John's facilitation expertise.

4. In a healthcare organization implementing a new electronic health record system. As the project faced
unexpected technical glitches and resistance from some staff, Sarah, the OD practitioner, swiftly adjusted
her approach. She conducted additional training sessions, created user-friendly guides, and offered one-on-
one support to address the unique challenges employees encountered. Her action ensured a smoother
transition, increased staff confidence in the new system, and ultimately improved patient care.
 PRE-TEST
5. In a manufacturing company, the production floor workers were resistant to adopting new automation
technology. They feared job loss and increased stress due to the changes. The OD practitioner, Mark,
conduct group meetings, explaining the benefits of automation, addressing their concerns, and involving
them in the decision-making process.

Items 6-10: Give five (5) importance of having an OD professionals in organizations.

Items 11-12: Give two (2) types of Organizational Development Professionals.
Items 13-15: Give three (3) differences of the 2 classifications of OD Professionals.