Organizational Development

 OD is the applied behavioral

science, dedicated to improving
organization and the people using
the theory and practice of planned
change
 OD focuses on human side of an
organization
 People
 Relationship
 Politics
 Procedures
 Processes
 Norms
 Culture
 OD came into existence in 1950/1960 with
view to improve organizational
effectiveness.

 OD focuses on planned change.

Definition

 OD is an effort planned organization

wide, managed from the top, through
planned intervention, using processes of
behavioral science.

 OD is the strengthening of those HR

processes in organization, which will
improve the system of organization.
 OD is a process of change, change of an
organization culture.

 To adopt to new condition, to solve

problems, to learn from experiences and
to move towards organizational maturity.
Elements
 Nature of the programme.
 Long term v/s short term
 The nature of change.
 The target of change towards human and social
process of organization.

Thus OD prescribes how planned change in

organization should be achieved and carried out
in organization improvement to be carried out.
The Processes
 The leader or Top Management
identifies need for change and why it
is required?
 The leader hires consultant to obtain
information and conducts OD survey.
 Doctor-Patient model
 The group identifies symptoms of ill
health, identify the causes and suggests
cure or improvements.
The Causes
 Low morale at particular plant.

 Being over budget or project behind the

schedule.

 A high performer becomes low performer

suddenly.
 In a process Consultation model, the consultant
works with leader and group to diagnose
strengths and weaknesses, identify problems and
opportunities and develop action plan.

 In this model the consultant assists the client

organization to become more effective at
examining and improving its own processes of
problem solving, decision making and action
taking.
 The entire process encourages greater
collaboration between clients and
consultants.
 It also helps the strengthening of client
abilities to improve their work processes.
 The OD consultant is an expert on process-
how to go about effective problem solving
and decision making.
OD Emphasizes on:
 Culture / process.

 Human and social side of the organization.

 Participation and involvement in problem solving

and decision making by all levels of the
organization are hallmarks of OD.

 Focus on total systems change.

 OD practitioners are facilitators,
collaborators and co-learners with client
systems.

 An over changing goal is to make the

client system able to solve its problem on
its own by teaching the skills and
knowledge of continuous learning through
self analytical method.
 OD relies on an action research model
with extensive participation by client.

 OD takes developmental view that seeks

the betterment of both individual and
organization.

 Attempting to create win-win solution.

Summary
It’s a planned change exercises. It
Involves-
 Diagnosis of an organization

 Development of strategic plan

 Mobilization of resources.

 It is managed from the top

 Personal involvement
An effective organization in which
 Individuals manage their goal and plan

for action.

 A reward system is created.

 Improvement in communication at all

level.
 They share relevant facts and participate
in processess.

 The first role is that organization must

have effective programme for recruitment
and development of talent.

 Organization should have built in provision

for self criticism.
 To develop self renewal systems.

 To move towards high collaboration and

low competition.

 To create condition where conflict is

brought out and managed.