WHAT IS ORGANIZATION DEVELOPMENT?

DEFINITION

Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health, through planned interventions in the organizations processes, using behavioural science knowledge.

- Richard Beckhard

Organization Development is a planned process of change in an organizations culture through the utilization of behavioural science technology, research and theory.

- Warner Burke

 Organization Development is a long term effort , led and supported by top management to improve an organizations visioning , empowerment, learning and problem solving processes, through an ongoing, collaborative management of organizational culture, with special emphasis on the culture of intact work teams and other team configuration using the consultant facilitator role and the theory and technology of applied behavioural science, including action research.

- French & Bell

Elements of the definition:

1. 2. 3. 4. 5. 6. 7. 8. Long term effort Improvement Led and supported by top management Visioning process Empowerment process Learning process Problem solving process Ongoing collaborative management of organization's culture

Elements of the definition:

9. Organizational processes 10.Work teams and other configurations 11.The consultant facilitator role 12. The theory and technology of applied behavioural science 13.Action research.

INTRODUCTION

The word Organization Development (OD) was coined by Richard Beckhard in the mid 1950s, as a response to the need for integrating organizational needs with individual needs. If we are talking about the basic dilemma of managing work, the management problem has two horns. One horn is how do you take all that human energy and channel it towards the organization's mission? The other horn is, how do you organize the work, the communication patterns, the decision making, the norms and values, the ground rules so that people's individual needs for self-worth, achievement, satisfaction and so on are significantly met at the work place?

HOW IS OD DIFFERENT FROM HR?

HR recruitment, selection, training and compensation of employees. OD - leading whole organization in self managed improvement in areas like strategic change, competitive effectiveness, innovation in products and technology , responsive to changing markets and social environments, etc.

HOW IS OD DIFFERENT FROM TRAINING?

Training increasing the ability of individuals to perform job related functions. Part of OD project OD - addresses workflow, technology, organizational structure, the reward system and the corporate culture.

HOW IS OD DIFFERENT FROM MANAGEMENT CONSULTING?

Management Consultants methods are different, use a patient doctor approach.(analyses, delivers recommendations and leaves) OD Consultants work with managers so Management consultants. Their work results in improved management systems and methods. Use a process consulting approach, in which the consultants join with members of the client to define goals, guide a data sequence, including joint data gathering, problem solving, action planning, implementation and assessment of the project

CHARACTERISTICS OF OD
1. Organization Development focuses on culture and processes. 2. OD encourages collaboration between organization leaders and members in managing culture and processes. 3. Teams of all kinds are particularly important for accomplishing tasks and are targets for OD activities. 4. OD focuses on the human and social side of the organization and in so doing also intervenes in the technological and structural sides. 5. Participation and involvement in problem solving and decision making by all levels of the organization are hallmarks of OD

6. OD focuses on total system change and views organizations as complex social systems. 7. OD practitioners are facilitators, collaborators and co-learners with the client system. 8. OD views organization improvement as an on going process in the context of a constantly changing environment. 9. OD relies on an action research model with extensive participation by client system members. 10. OD takes a developmental view that seeks the betterment of both individuals and of the organization.

NEED FOR THE STUDY OF OD

To improve individual performance, create better morale and increase organizational profitability. The approach and methods of OD are applied to address the human problems of organization and industries. OD offers a variety of methods to strengthen the human side of the organization to the mutual benefit of both the individual and organization. A good understanding of OD has great value for present and future managers.

OBJECTIVES OF OD

It enables the organization in adopting better to the fast-changing external environment of new markets, regulations and technologies. To assign decision making and problem solving responsibilities to skilled and knowledgeable persons who are closer to the scene of operations and the sources of information, rather than to a person with a particular role or at a particular hierarchical level. To help managers to manage according to the relevant objectives, rather than depending upon "past practices". The end result is the integration of individual and organization goals.

Objectives continued..

To build and enhance interpersonal trust, communication, cooperation and support among all individuals and groups throughout the organization at all levels. To encourage an analytical approach to problem solving in a team spirit and open manner, where the problems and differences are confronted and resolved instead of problem-avoiding or decision-postponing approach or "sweeping problems under the rug", as they say it. To increase a sense of belonging to the organization so that the organizational goals become the goals of the members of the organization. To increase personal responsibility for planning; implementing the plans and be aware and responsible for the consequences.

Benefits

It mainly tries to deal with the changes throughout the organization or in any one of the major units. It develops greater motivation. It increases productivity. A better quality of work.

It creates higher job satisfaction Team work is improved and encouraged It finds better solution for conflicts Commitment to objectives Increases the willingness to change Absenteeism is reduced. Turnover is lower

Limitations

Organizational development is long-way process and requires more time. It consists of substantial expense, delayed payoff periods Failures are possible Possibility for invasion of privacy Possible for psychological harms It emphasizes only in group process compared to performance Conceptual ambiguity is possible.