FIELD VISIT REPORT

Submitted To:

Organization Development Centre Incorporated (ODC Inc.)

Kupondole, Lalitpur, Nepal

Submitted By:

BBA VIIth Students

College of Information and Technology and Engineering
Subhidhanagar, Tinkune, Kathmandu

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 April, 2011

ACKNOWLEDGEMENT

It is our small endeavor to understand the organization design and

development practically and know its applicability. Our search for any
suitable organization for this purpose has ended when we came to know
about Organization Development Center.

In course of materializing our efforts, we would like to express our

heartfelt thanks to College for Information Technology and Engineering
(CITE) for providing us for this opportunity.
We are pleased to have Dr. Shanker Bhattarai, Our course facilitator and
would like to express our sincere gratitude to him for his generous
support from coordination to report writing.

We are indebted to Organization Development Center (ODC) and

its dedicated human resources that they enlightened us in various areas.
We would like to express our sincere thanks from our deeper heart for
overwhelming presentation.

We are very much confident that the students of CITE will get
more opportunity to visit your esteem organization like ODC in the days
to come.

We thank all the concerned.

Thank You!
BBA VIIth Student
CITE 2011
Preface

Organization development is the applied behavioral science

discipline dedicated to improving organizations and the people in them
through the use of the theory and practice of planned change.
Organizations face multiple challenges and threats today-threats to
effectiveness, efficiency and profitability; challenges from turbulent
environments, increased competition and changing customer's demands
and the constant challenges to maintain congruence among organizational
dimensions such as strategy, culture, and processes. Keeping
organizations healthy and viable in today's world is a daunting task.

Individuals in organizations likewise face multiple challenges-

finding satisfactions in and through work, fighting obsolescence of one's
knowledge and skills, finding dignity and purpose in pursuit of
organizational goals and achieving human connectedness and community
in the workplace. Simple survival continuing to have an adequate job is a
major challenge today as people face layoff and cutbacks. Although new
jobs are being created old jobs are being destroyed at an accelerating
pace.

In summary, organizations and individuals in them face an

enormously demanding present and future. Thus the study of
Organization development has become inevitable.

The study of the organization and its component has been a

complicated matter as always. We had always been nourished with the
theories of organization but had been given little chance to learn about
practical, real life based implications. As prescribes by university also,
we need to familiar with the various facts of an organization by their
organization design, organization structure and organization

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development. ODC with its sixteen years of experiences in that field of
organization was found suitable for our study.
Perception of OD

Organization development is a long term effort, led and visioning,

empowerment, learning, and problem solving process, through an
ongoing, collaborative management of organization culture-with special
emphasis on the culture of intact work teams and other team
configuration-utilizing the consultant-facilitator role and theory and
technology of applied behavioral science, including action research. This
is a lengthy definition, but it includes a number of components we
consider essential. We will explain this definition in some detail.

By long term efforts we mean that organizational change and

development take time-several years in most cases. Ralph Kilman’s book,
Beyond the Quick Fix tells the story correctly: There is no “quick fix”
where it comes to lasting organizational improvement. In fact it is more
accurate to describe “improvement” as a never ending journey of
continuous change

The phrase led and supported by top management states a virtual

imperative: Top management must lead and actively encourage the
change effort. Organizational change is hard, serious business; it includes
pain and setbacks as well as successes.

By visioning processes we mean those processes through which

organization members develop viable, coherent and shared picture of the
nature of the products and services offered by the organization, how those
goods will be produced and delivered to customers and what the
organization and its members can expect from each other.

By empowerment processes we mean those leadership behaviors

and human resources practices that enable organization members to
develop and utilize their talents as fully as possible toward the goal of
individual growth and organizational success.
By learning processes we mean those interacting, listening and
self-examining processes that facilitate individuals, team and
organizational learning. Peter Senge describes learning organizations as
“….organizations where people continually expand their capacity to
create the results they truly desire, where new and expensive patterns of
thinking are nurtured, where collective aspirations is set free and where
people are continually learning how to learn together”.

Problem solving processes refer to the ways organizations

members diagnose situations, solve problems, make decisions and take
actions in relation to problems, opportunities and challenges in the
organization’s environment and its internal functioning.

By ongoing collaborative management of the organization’s

culture we mean first that one of the most important things to manage in
organizations is the culture, the prevailing pattern of values, attitudes
,belief , assumptions ,expectations ,activities ,interactions ,norms
,sentiments and artifacts. And second managing the culture should be a
collaborative business-widespread participation in creating and managing
of a culture that satisfies the wants and needs of individuals at the same
time that if fosters the organizations purposes is the best way to do this.

By intact work teams and other team configurations we recognize

the centrality of teams for accomplishing work in organizations. We think
teams are the basic building blocks of organizations.

So in conclusion, Organizational development (OD) is the practical

application of the science of organizations. Drawing from several
disciplines for its models, strategies and technique, OD focuses on the
planned change of human systems and contributes to organizations
science through the knowledge gained from its study of complex change
dynamics.
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1. OD focuses on culture and processes
2. Specifically, OD encourages collaboration between organization
leaders and members in managing culture and processes
3. Teams of all kinds are particularly important for task accomplishment
and are targets for OD activities
4. OD focus on the human and social side of the organization primarily
and in so doing also intervenes in the technological and structural
sides.
5. Participation and involvement in problem solving and decision
making by all levels of the organization are hallmarks of OD.
6. OD focuses on total system change and views organizations as
complex social systems.
7. OD practitioners are facilitators, collaborators, and co-learners with
the client system.
8. An overarching goal is to make the client system able to solve its
problems on its own by teaching the skills and knowledge of
continuous learning through self-analytical methods. OD views
organization improvement as an ongoing process in the context of a
constantly changing environment.
9. OD relies on an action research model with extensive participation by
client system members.
10.OD takes a developmental view that seeks the betterment of both
individuals and the organization. Attempting to create “win-win”
solution standard practice in OD programs.
Objective

The objective of this field visit were

 To understand the Organization Design, Development and Structure.
 To understand the activities conducted by organization development
centre.
 To know the practical aspect of organization design(theory)and its
implications on organization settings

Expected Output

• To know about ODC, about its roles and functions in Nepal as a

consulting firm regarding Organization Development, Design,
Change Management and Conflict Management.

• Gaining Practical exposure regarding Organization and its different

phases of development.

Overview of the visit in ODC

The visit to ODC was held on 28.04.2011. We had a brief

presentation of the ODC from the concerned authorities at the
presentation includes a slide show covering different dimensions of ODC
and activities conducted by the organization. The presentation also
includes the sister organization and their activities.

In the second phase we had conversation on the following areas:

1. Culture
We discussed the impact of culture on the organization and how the
growing cultural diversity has affected the development and how the
organization is coping this colloquial issue. The ODC authorities shared
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us some cases where they had worked in managing cross cultural conflict.
The experience of ODC working with multicultural people was unique to
us and provided us versatile exposure.

2. Conflict
We discussed how conflict occurs in an organization and levels of an
organization. We found that conflict was inevitable and was caused due
to mainly mis-communication. We had a brief understanding of conflict
handling techniques where we had an insight on win-win approach in
conflict management.

3. Rural Development
We had discussions about how ODC was working in the rural sector of
Nepal helping organization to develop and grow. The ODC staffs shared
us some of their experiences, problems faced in working in rural sector of
Nepal.

On the later phase we had a management game where we were

shown how group work would lead to effectiveness and how should it
work.
We were pleased by the courtesy and gratitude shown by the ODC
staffs throughout the session.

Achievements

We found ODC as a consultant working for the growth and

development of Nepalese organization. ODC was working in Human
Resource Management sector through training and consultancy service.
Besides these we were also glad to find ODC conducting research outside
the nation and had been working along with NGOs and INGOS's for
boosting the organizations in rural sector as well. In summary we found
ODC facilitating organizations in the following sectors

Governance
  Board ethical governance
 Corporate organization governance
 Local governance
 Public sector governance
 Transparency & accountability

Organization Development
 Monitoring and evaluation
 Organizational assessment
 Strategic policy development
 Transformational and whole system change

Capacity Development
 Accountable leadership
 Capacity assessment
 Defining /implementing /monitoring CD strategies
 Effective management
 Peace building
 Sustainable development
 Training