ORGANISATION DEVELOPMENT 1.1.

Introduction Organizational change involves movement from the present state of the organization to some future or target state. Future state can include a new strategy, new technology, or changes in the organizations culture. Organization development (OD) is a strategic and wide- ranging, as well as practical approach. To helping organisations and their people to anticipate, lead and manage change successfully, while developing their people, culture and systems so they can deliver their goals, products and services. Organization development applies behavioral-science knowledge and practices to help organizations change to achieve greater effectiveness. It seeks to improve how organizations relate to their external environments and function internally to attain high performance and high quality of work life. 1.2.Meaning The term OD refers to a wide range of strategies for organizational improvement, the term has come to take fairly specific meaning in management literature as well as in practice. 1.3.Definition OD is a planned process of change in an organizations culture through the utilization of behavioural science technology research and theory. BURKE OD is a planned process of developing an organization to be more effective in accomplishing its desired goal. HRM & Development Hand Book 1.4.Concept of Organization Development a. OD is a response to change management, team building, culture management, Total Quality Management, business process Reengineering & performance management b. A complex educational strategy intended to change in belief, attitudes, value & structure of organization. c. So that they can better adapt to technologies, markets & challenges. d. The dizzying rate of change 1.5.The Nature of Organisational Development (OD) are as follow e. Organisational Development is an educational strategy that attempts to bring about a planned change. f. Organisational Development relates to real organisational problems. g. Organisational Development uses sensitivity training methods and lay emphasis on the significance of experiment based training. h. Its change agents are almost external consultants outside of the organisation. i. The external change agents and internal organisation executives establish a collaborative relationship that involves mutual trust, influence and jointly determined goals. j. The external change agents are humanists and seek to establish a social and altruistic philosophy within an organisation. k. The goals that the change agent seeks to achieve through OD tend to reflect human approach and aims for better conflict resolution, increased understanding and more considerable leadership. l. The required changes in the organisation are usually the result of some immediate problems but it is a long term approach covering three to five years. m. It is used to describe variety of change programmes and intends to change the organisational philosophies, attitudes and skills of people. n. It is a dynamic process that involves considerable investment of money and time

I. Rosanth. Lecturer in AMIM.

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ORGANISATION DEVELOPMENT o. It is research based activity and aims at conducting surveys, collection of data and evaluation of the situation. p. It works on open and adaptive system concepts and believes that organisational design and managerial performance are mutually interdependent. 1.6.SCOPE OF OD a. OD is a long-term effort to improve organisations problem solving and renewal processes. b. Particularly through more effective collaborative management of organization culture. c. Culture of formal work teams with the assistance of change agent or theory and technology of applied behavioral science. d. Activities of OD: Team-building, OD assessments, Career Development, Training, ELearning, Coaching, Innovation, Leadership development, Talent management and Change management.

I. Rosanth. Lecturer in AMIM.

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