ORGANIZATIONAL

DEVELOPMENT
ORGANIZATIONAL DEVELOPMENT
-It is a collection of change method that try to
improve organisational effectiveness and
employee well-being.

-Encompasses a collection of planned-changed

interventions built on humanistic democratic
value that seek to improve organisational
effectiveness and employee well-being.
FEATURES OF ORGANIZATIONAL DEVELOPMENT

Planned Change Participation of Change

Agent

Comprehensive
Change Emphasis on
Intervention

Long-range change
Emphasis on Action
Research
Dynamic Process

Normative Educational
Process
ROLE OF ORGANIZATIONAL
DEVELOPMENT
 To place emphasis on humanistic values
 To treat human being as a complex person
 To increase the level of trust among members
 To increase the level of enthusiasm at all
levels
 To increase the level of self and group
responsibility in planning.
PROBLEMS IN ORGANIZATIONAL DEVELOPMENT
 Discrepancy between ideal and real situations
 Lack of open system concept
 Resistance to change
 Lack of motivation among members
 Costly programmes
PROCESS OF ORGANIZATIONAL DEVELOPMENT
PROBLEM
IDENTIFICATION
&DIAGNOSIS

PLANNING STRATEGY
FOR CHANGE

INTERVENING IN THE
SYSTEM

EVALUATION
MANAGING THE OD PROCESS
Three Basic components of OD program:

DIAGNOSIS Continuous collection

of data about total
system, its process and
its culture
ACTION All activities and
interventions designed to
improve the organization’s
functioning.
PROGRAM All activities designed to
MANAGEMENT ensure success of the
program.
OD INTERVENTIONS
Organizational Development intervention techniques are the
methods created by the OD professionals and others.
Single organization or consultant cannot use all the
interventions. They use these intervention depending
upon the need or requirement.

The most important INTERVENTIONS are:

1. Survey Feedback
2. Process Consultation
3. Sensitivity Training
4. The managerial grid
5. Goal Setting and Planning
6. Team Building and management by objectives
7. Job enrichment, changes in organizational structure
and participative management and Quality Circles, ISO,
TQM
PROCESS OF OD
1. Sensitivity Training
2. Team Building
3. Survey Feedback
4. Behaviour Modification
5. Grid Organization development
6. Career Planning
7. Job Expectation technique
8. Organizational Renewal process.
STRUCTURAL OD INTERVENTIONS
1. Job Redesign
2. Work Schedule Option
3. Process Consultation
4. MBO
5. Decision Centres
6. Collateral Organization
SENSITIVITY TRAINING
-is a form of training that claims to make people
more aware of their own prejudices and more
sensitive to others. According to its critics, it
involves the use of psychological techniques with
groups that its critics.
TEAM BUILDING
- High interaction among team members to increase
trust and openness.

-it uses high interaction group activities to increase

trust and openness among team members, improve
coordinative efforts and increase team performance.
PROCESS OF TEAM BUILDING
PROBLEM SENSING

EXAMINING DIFFERENCES

GIVING & RECEIVING

FEEDBACK

DEVELOPING INTERACTIVE
SKILLS

FOLLOW-UP ACTIONS
SURVEY FEEDBACK
-The use of questionnaires to identify discrepancies
among members perceptions, discussion follows and
remedies are suggested.
PROCESS OF SURVEY FEEDBACK

DATA COLLECTION

FEEDBACK & INFORMATION

FOLLOW-UP ACTION
PROCESS CONSULTATION

-The basic content of P-C is that the consultant

works with individuals and groups in the
organization to help them learn about human
and social processes and to solve problems that
stem from process events.
PROCESS CONSULTATION
Initiate Contact

Define Relationship

Select the Setting and the Method

Gather Date & make diagnosis

Intervene

Reduce Involvement & Terminate

GRID ORGANIZATIONAL DEVELOPMENT
-It is a comprehensive and sytematic OD programme
which aims at individuals group and the organization
as a whole. It utilises a considerable number of
instruments, enabling individuals and groups to
assess their own strengths and weaknesses.
PROCESS OF GRID ORGANIZATIONAL DEVELOPMENT
Managerial Grid

Teamwork Development

Intergroup Development

Developing ideal Strategic Corporate

Model

Implementing the ideal strategic Model

Systematic Critique
SUMMARY

OD Effort
 a planned change
 Involves the total system
 Managed with total acceptance and commitment of
the top management
 It is designed to improve organizational
effectiveness
 Make use of behavioural science knowledge
 In terms of intervention at the task or structure or
technology or people level.
 It is an ongoing process and long term process
 Relies primarily on experiential learning
 Uses action research intervention mode
Organizational Development can make a difference:

 Good Understanding
 Proper Response

 Adaptability

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