Organizational Development

OD is the applied behavioral science, dedicated to improving organization and the people using the theory and practice of planned change

OD focuses on human side of an organization

People Relationship Politics Procedures Processes Norms Culture

OD came into existence in 1950/1960 with view to improve organizational

effectiveness.

OD focuses on planned change.

Definition

OD is an effort planned organization wide, managed from the top, through

planned intervention, using processes of

behavioral science.

OD is the strengthening of those HR processes in organization, which will improve the system of organization.

OD is a process of change, change of an organization culture.

To adopt to new condition, to solve problems, to learn from experiences and to move towards organizational maturity.

Elements Nature of the programme.

Long term v/s short term The nature of change. The target of change towards human and

social process of organization.

Thus OD prescribes how planned change in organization should be achieved and carried out in organization improvement to be carried out.

The Processes The leader or Top Management

identifies need for change and why it is required? The leader hires consultant to obtain information and conducts OD survey. Doctor-Patient model The group identifies symptoms of ill

health, identify the causes and suggests cure or improvements.

The Causes

Low morale at particular plant.

Being over budget or project behind the schedule.

A high performer becomes low performer suddenly.

In a process Consultation model, the consultant works with leader and group to diagnose strengths and weaknesses, identify problems and opportunities and develop action plan.

In this model the consultant assists the client organization to become more effective at examining and improving its own processes of problem solving, decision making and action taking.

The entire process encourages greater collaboration between clients and consultants.

It also helps the strengthening of client abilities to improve their work processes.

The OD consultant is an expert on process- how to go about effective problem solving and decision making.

OD Emphasizes on: Culture / process.

Human and social side of the organization.

Participation and involvement in problem solving and decision making by all levels of the organization are hallmarks of OD.

Focus on total systems change.

OD practitioners are facilitators, collaborators and co-learners with client systems.

An over changing goal is to make the client system able to solve its problem on its own by teaching the skills and knowledge of continuous learning through self analytical method.

OD relies on an action research model with extensive participation by client.

OD takes developmental view that seeks the betterment of both individual and organization.

Attempting to create win-win solution.

Summary

It’s a planned change exercises. It Involves- Diagnosis of an organization Development of strategic plan Mobilization of resources. It is managed from the top Personal involvement

An effective organization in which Individuals manage their goal and

plan for action.

A reward system is created.

Improvement in communication at all level.

They share relevant facts and participate in processess.

The first role is that organization must have effective programme for recruitment and development of talent.

Organization should have built in provision for self criticism.

To develop self renewal systems.

To move towards high collaboration and low competition.

To create condition where conflict is brought out and managed.