OD may be defined as a systematic, integrated and planned approach to improve theeffectiveness of the enterprise. It is designed to solve problems that adversely affect theoperational efficiency at all levels (Koontz ET. Al. 1980). It is based on scientificawareness of human behavior and organization dynamics. Being an organization wideeffort, it is directed towards more participative management and integration of individualgoals with organization goals OD is intended to create an internal environment of openness, trust, mutual confidence and collaboration and to help the members of theorganization to interact more effectively in the pursuit of organizational goals. Thus, theorganization is enabled to cope effectively with external force in the environment.
Meaning and Nature of Organization DevelopmentDefinition of Organization Development
Organization development (OD) is defined as a long-range effort to improve anorganization's ability to cope with 'Change and its problem-solving and renewal processesthrough effective management of organization culture which ': involves moving towardsa third wave organization and an attempt to achieve corporate excellence by fl; rating thedesires of individuals for growth and development with organizational goals.
Richard hard, "Organization development is an effort:
Planned, organization wide, managed from the top, to increase organizationeffectiveness and health, through planed interventions in the organization's processesusing behavioral science knowledge."Organization development efforts then, are planned, systematic OD approaches tochange. They involve changes to the total organization or to relatively large segments of it. The purpose of OD efforts is to increase the _effectiveness: of the system and. also, todevelop the potential of all in individual members. Finally, a series of planned behavioralscience intervention activities are carried out in collaboration with organization membersto. Help find improved ways of working together towards individual and organizationalgoals. Another way of understanding OD is to know what it is not:
'OD is not a micro approach to change
Management development. For example. It isaimed at changing. Individual behavior. Where as OD is used on the macro goal of developing an organization-wide improvement in manageable
is more than any single technique
Whereas OD consultants use many differingtechniques. Such as total quality management or job enrichment. No single techniquerepresents the OD discipline.
does not include random or ad hoc changes.
OD is based "on a incrementalappraisal and diagnosis of problems leading to specific types of change, efforts.
is aimed at more than raising morale or attitude
OD is aimed: At. Overallorganizational effectiveness. This may include participant satisfaction an aspect of thechange effort but includes other effectiveness parameters.