Organizational

Development
Organizational Development
(OD)
A collection of planned change
interventions , built on humanistic
democratic values , that seeks to improve
organizational effectiveness and employee
well-being.

Organization Development
(OD)
Organization development (OD) 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 the organization culture - with
special emphasis on the culture of intact work
teams and other team configurations - utilizing
the consultant-facilitator role and the theory
and technology of applied behavioral science,
including action research.

Organization Development (OD)
Planned change
Long range change
Problem solving
Team building
Feedback

A planned, organization-wide,
continuous process designed to
improve communication, problem
solving, and learning through the
application of behavioral science
knowledge
Definitions
Organization development (OD) is defined
as a long-range effort to improve an
organization's ability to cope with 'Change and its
problem-solving and renewal processes through
effective management of organization culture
which ': involves moving towards a third wave
organization and an attempt to achieve corporate
excellence by fl; rating the desires of individuals
for growth and development with organizational
goals.
OBJECTIVES OF ORGANIZATIONAL
DEVELOPMENT PROGRAMME

1.Individual and group development.
2.Development of organization culture and processes by constant
interaction between members irrespective of levels of hierarchy.
3.Inculcating team spirit.
4.Empowerment of social side of employees.
5.Focus of value development.

Contd..
6. Employee participation, problem-solving and decision-
making at various levels.
7. Evaluate present systems and introduction of new systems
thereby achieving total system change if required.
8. Transformation and achievement of competitive edge of
the organization.
9. Achieve organization growth by total human inputs by
way of research and development, innovations, creativity
and exploiting human talent.
10.Behaviour modification and self managed team as the
basic unit of an organization.

Implications:

1.For Individuals
a) Most individuals believe in their personal growth. Even
today, training and development, promotion to the next
higher position dominates the organization philosophy.
b) Majority of the people are desirous of making greater
contributions to the organizations they are serving.
Achievements of organizational goals are however, subject
to limitations or environmental constraints. It is for the
organizations to tap the skills that are available in
abundance.

Contd..
This leads to adopt the following organization strategy for
development:

Ask questions to resolve doubts.
Listen to superiors advice.
Support employees in their venture.
Accept challenge.
Leaders to encourage creativity and promote risk
taking.
Give additional responsibility to subordinates.
Set high standards of quality.
Empower employees.
Initiate suitable reward system that should be
compatible, if not more than the industry norms.
2. For Groups

a) One of the most important factors in the organization is the
work group around whom the organization functions. This
includes the peer group and the leader (boss)
b) More people prefer to be part of the group because the
group accepts them.
c) Most people are capable of making higher contributions to
the groups effectiveness.


Contd..


Following strategy is required to be adopted for group
development based on the above assumptions:

a) Invest in training and development of the group. Money and
time spent on this is an investment for the organization.
Leaders should also invest in development of skills and thus
help create a position organizational climate.
b) Let the team flourish. Teams are the best approach to get the
work done. Apart from the above teams enjoy emotional and
job satisfaction when they work in groups.
c) Leaders should adopt team leadership style and not autocratic
leadership style. To do this, jobs should be allotted to the
team and not to the individual.
Contd..
d) It is not possible for one individual (leader) to perform
both, the leadership and maintenance functions. It is
therefore necessary for team members to assist leader in
performance of his duties.
e) Group should be trained in conflict management, stress
management, group decision-making, collaboration, and
effective interpersonal communication. This will
improve organizational effectiveness. Empowerment is
the corner stone of the successful organizations.
f) Leaders should pay particular attention to the feelings of
the employees. It should be understood that suppressed
feeling and attitudes adversely affect problem-solving,
personal growth and job satisfaction.
g) Development of group cohesiveness.

3. For Organizations

a) Create learning organization culture.
b) Adopt win-win strategy for sustained growth.
c) Create cooperative dynamics rather than competitive
organizational dynamics in the organization.
d) Needs and aspirations of the employees in the organization
must be met. This leads to greater participation of the
employees. Organizations should adopt developmental
outlook and seek opportunities in which people can
experience personal and professional growth. Such
orientation creates a self-fulfilling prophecy.
Contd..

f) People must be treated with due respect and
considered important. The credit of success must be
given to the employees unconditioned.

g) Promote organizational citizenship.


4. It is possible to create organizations that are humane,
democratic and empowering on one hand and high
performing in terms of productivity, quality of
output, profitability, and growth on the other. It is the
responsibility of every entrepreneur to ensure that the
needs of the society are met.

Basic Organization Development Model
Diagnosis of
Situation
Introduction of
interventions
Progress
Monitoring
Feedback
Organization Development
Interventions
Organization
Development
Structural Techniques Relationship Techniques
T-group Training
Team Building
Survey Feedback
Job Redesign
Management by Objectives
Supplemental Organizational
Processes
Relationship Techniques
T-group Training
Team Building
Survey Feedback
Structural
Techniques
Job Redesign
Management by
Objectives (MBO)
Supplemental
Organizational
Processes
The OD Paradigm Values and Organizational growth
and Collaborative and participative processes and a
spirit of inquiry.
The following values in most OD effort.
Respect for people
Trust and support
Power equalization
Confrontation
Participation
Thank You !!