Organization Development - A step towards effective change management

Characteristic features of O.D. - O.D. is a planned developmental strategy that aims at improving performance
of individual's .The main characteristic of O.D. are
* O.D is a planned change
* O.D. is a holistic approach
* O.D is a problem oriented and solution providing approach
* O.D. Focuses on organizational process rather than content
* O.D. focuses on relationship social, human and structural.

Defining O.D. Intervention O.D being process of bringing desired change and a innovative way of doing
things the technique varies as per the problem and area where the intervention needs to be applied
They are planned activities in which clients and consultants participate during the course of an organization
development program. They are set of planned activities which aim to bring desired change. They refer to
action component to improve organization fit between individual and organization
These intervention whether aimed to improve poor morale, productivity, communication problems ,
organization culture ,poor quality , conflict management .poorly designed task etc. demand intervention of
different type suitable to the type of problem.
The intervention to be applied depends on and nature of problem. There is various intentions which can be
applied by the facilitator or the consultant after reviewing, analyzing, diagnisosing the problem area e.g. Team
interventions, sensitivity training, survey feedback, process consultation, Role analysis technique, role
negotiation technique force field analysis, intercrop team interventions the effectively and success of any
intervention will depend on how well the suitability and accuracy the intervention is been applied.
Process of O.D. Different authors have given different methods and ideas about how to implement an O.D.
intervention Again varying right from the needs, severity and the type of expertise required the interventions
differ from organization to organization.
It is generally carried out in 4 phases.
a) Diagnosing the problem
b) Developing plans for change
c) Implementing change plan for organization
d) Follow up and evaluation




Approach towards O.D.

O.D is different in approach when discussed in terms of development because the approach and the type of
intervention vary as per the requirement .It should be followed with such an approach

* Motivation for change
* Problem identification and diagnosis
* Planning strategy for change
* Intervening in the system
* Reinforcement and follow up
* Monitoring and evaluation

Utility of Warner Barkers approach towards implementing O.D. process in an organization

Warner Barkers gave an insight into how O.D process should be implemented after identifying and analyzing
the problem area .He gave 7 phases for implementing O.D.

1) Entry In this phase the organization interacts and consults external or internal facilitator to acquaint him
with the problem of organization. This is the first step where the management should be very cautious while
conveying the same to the consultant because this decides the further success of the implementation of
intervention

2) Contracting - In this phase the organization briefs his expectation and expected improvements from the
consultant and both the employer (organization side) and consultant clarify what they expect from each other.

3) Diagnosis In this stage the consultant or the facilitator starts interacting with the employees of an
organization to know where exactly the problem and this gives an in depth idea about the problem.

4) Feedback This phase is again very crucial to decide the growth of an organization. In this phase the
consultant after analyzing and collecting data about the organization provides his feedback to the management
and observation about the problem It is .this phase the right match between the problem recognition and the
tools needed to resolve them comes into picture.

5) Planning change This is the stage where the management after discussion with consultant, his expertise,
information, observation and including other departmental heads or authorities in the same starts planning the
changes needed and develop a consensus on the process.

6) Intervention The final stage where after having a lot of checks and cross checks and depending upon the
severity, intensity and the requirement of the problem a suitable intervention is applied .The success and result
of any intervention will again depend on the communication, awareness and involvement of employees in the
same.

7) Evaluation I order to see and measure the accuracy of the intervention applied it becomes imperative to
see whether the applied intervention seems to be giving desired outcome or not.

Essential factors before implementing O.D. program

a) Top management support
b) Influential managers
c) Planned efforts
d) Clarity in objectives
e) Setting a suitable reward system
f) Consistent approach

For this purpose evaluating an O.D intervention by observation, behavioral change, attitude change,
productivity improvement, level of motivation, sound Industrial relation, industrial harmony or such indicators
which help in perceiving that intervention has brought changes can e done.

Irrespective of the type of intervention applied the affectivity and outcome in form of desired change acceptance
on part of employees and employer always depend on a wise judgment at every stage right from selection of
consultant to informing the employees about the same or the method of selection .At every stage it becomes the
prime responsibility of both management and employees to extend their full co-operation in order to accept
changes by way of intervention so that organization dream of bringing positive change in organization can be
fulfilled.

With the help of such techniques not only problem focused area can be met out but such changes also help in
building trust motivation of employees and results into stability among employees The competition which the
organization face today can also be made better only when consistent effort aimed towards organization well
being is practiced.