Organization Development OD A planned organizationwide continuous process

Organization Development (OD) A planned, organization-wide, continuous process designed to improve communication, problem solving, and learning through the application of behavioral science knowledge �Planned process of change in an organisation’s culture through utilisation of behavioural science, technology , research and theory. -----BURKE

characteristics (a) Long-term effort (b) Led and supported by top management (c) Visioning processes-viable, coherent and shared picture (d) Empowerment processes (e) Experiential Learning processes Problem solving processes (g) Ongoing collaborative management of the organizational culture (h) Intact work teams and other configurations (i) Cross- functional teams (j) Consultant- facilitator role (k) Theory and technology of applied behavioural science (l) Situation and contingency oriented (f)

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.

Ø PROCESS OF OD: Organization Development (OD) is a planned approach to improve employee and organizational effectiveness by conscious interventions in those processes and structures that have an immediate bearing on the human aspect of the organization. A normal OD process can be phased in following manner: . Problem Identification Data Collection Diagnosis Planning and Implementation Evaluation and Feedback

q Problem identification: The first step in OD process involves understanding and identification of the existing and potential problems in the organization. The awareness of the problem includes knowledge of the possible organizational problems of growth, human satisfaction, the usage of human resource and organizational effectiveness. q Data Collection: Having understood the exact problem in this phase, the relevant data is collected through personal interviews, observations and questionnaires. q Diagnosis: OD efforts begin with diagnosis of the current situation. Usually, it is not limited to a single problem. Rather a number of factors like attitudes, assumption, available resources and management practice are taken into account in this phase. There are four steps in organizational diagnosis: � Structural analysis: Determines how the different parts of the organization are functioning in terms of laid down goals.

� Process analysis: Process implies the manner in which events take place in a sequence. It refers to pattern of decision making, communication, group dynamics and conflict management patterns within organization to help in the process of attainment of organizational goals. � Function analysis: This includes strategic variables, performance variables, results, achievements and final outcomes. � Domain analysis: Domain refers to the area of the organization for organizational diagnosis. q Planning and implementation: After diagnosing the problem, the next phase of OD, with the OD interventions, involves the planning and implementation part of the change process. q Evaluation and feedback: Any OD activity is incomplete without proper feedback. Feedback is a process of relaying evaluations to the client group by means of specific report or interaction

Interventions OD interventions are sets of structured activities in which selected organizational units engage in a series of tasks which will lead to organizational improvement.

Organization Development Interventions Organization Development Relationship Techniques T-group Training Team Building Survey Feedback Process consultation Structural Techniques Job Redesign Management by Objectives Parallel structuring

Relationship Techniques T-group Training Team Building Survey Feedback Process consultation

Job Redesign Structural Techniques Management by Objectives (MBO) Supplemental Organizational Processes