Process of

Organizational
Development And
Intervention

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 Introduction

Organisational development is a collection of change

method that tries toimprove organizational
effectiveness and employee well-being.

Organisation development encompasses a collection of

planned-changed interventions built on humanistic
democratic value that seeks to improve organizational
effectiveness and employee well-being
Role of organizational development

1) To place emphasis on humanistic values

2) To Treat each human being as a complex person

3) To increase the level of trust among members

4) To increase the level of enthusiasm at all levels

5) To increase the level of self & group responsibility in

planning
Problems in Organizational
Development :

Discrepancy between ideal and real situations

Lack of open system concept

Resistance to change

Lack of motivation among members

Costly programmes
Process of organizational development

Problem identification & diagnosis

Planning strategy for change

Intervening in the system

Evaluation
Managing the OD Process
Three basic components of OD programs:

Continuous collection of
Dignosis data about total system,
its subunits, its
processes, and its culture

All activities and

interventions designed to
Action
improve the
organizations functioning

All activities designed to

Program ensure success of the
management program
 OD Interventions
Organization Development (OD) interventions techniques are the
methods created by OD professionals and others. Single
organization or consultant cannot use all the interventions. They
use these interventions depending upon the need or requirement.
The most important interventions are:
1. Survey feedback
2. Process Consultation
3. sensitivity Training
4. The Managerial grid
5. Goal setting and Planning
6. Team Building and management by objectives
7. Job enrichment, changes in organizational structure and
participative management and Quality circles, ISO, TQM
Process of OD Intervention

Sensitivity training
Team building
Survey feedback
Behaviour modification
Grid organization development
Career planning
Job expectation technique
Organisational renewal process

Structural OD Interventions :

Job redesign

Work schedule option

Process consultation

MBO

Collateral organisation

Decision centres
 OD can make a
difference

Good understanding

Proper responce

Adaptibility

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