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Organizational

Development

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Organizational Development

(OD) A collection of planned change

interventions , built on humanistic

democratic values , that seeks to improveorganizational effectiveness and employee

well-being.

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Organization Development

(OD)Organizationdevelopment (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 workteams and other team configurations - utilizing

the consultant-facilitator role and the theory

and technology of applied behavioral science,

including action research.

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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 scienceknowledge

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Definitions

Organization development (OD) is defined

as a long-range effort to improve an

organization's ability to cope with 'Change and itsproblem-solving and renewal processes through

effective management of organization culture

which ': involves moving towards a third wave

organization and an attempt to achieve corporateexcellence by fl; rating the desires of individuals

for growth and development with organizational

goals.

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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..

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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 ofthe 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.

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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 theorganizations to tap the skills that are available in

abundance.

Contd..

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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.

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2. For Groups

a) One of the most important factors in the organization is thework 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..

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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..

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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 suppressedfeeling and attitudes adversely affect problem-solving,

personal growth and job satisfaction.

g) Development of group cohesiveness.

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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 developmentaloutlook and seek opportunities in which people can

experience personal and professional growth. Such

orientation creates a self-fulfilling prophecy.

Contd..

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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.

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Basic Organization Development Model

Diagnosis ofSituation

Introduction of

interventions

Progress

Monitoring

Feedback

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Organization Development

InterventionsOrganization

Development

Structural TechniquesRelationship Techniques

T-group Training

Team Building

Survey Feedback

Job Redesign

Management by ObjectivesSupplemental Organizational

Processes

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Relationship Techniques

T-group Training

Team Building

Survey Feedback

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Structural

Techniques

Job Redesign

Management byObjectives (MBO)

Supplemental

Organizational

Processes

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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

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Thank You !!