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begins with an identified problem or need for change. The process proceeds through assessment, planning of an intervention, implementing the intervention, gathering data to evaluate the intervention, and determining if satisfactory progress has been made or if there is need for further intervention. The process is cyclical and ends when the desired developmental result is obtained.
After the situation is assessed. This data is used to determine the effectiveness of the intervention. Interventions could include training and development. If the intervention met its goals. interviewing. organizational sensing.The OD process begins when an organization recognizes that a problem exists which impacts the mission or health of the organization and change is desired. The assessment could be conducted by outside experts or by members of the organization. if the intervention were training and development for individual employees or for work groups. it is implemented. relevant data is gathered. During and after the implementation of the intervention. Once the decision is made to change the situation. It can also begin when leadership has a vision of a better way and wants to improve the organization. An organization does not always have to be in trouble to implement organization development activities. structural interventions. which is depicted by the raising of the development bar. the next step is to assess the situation to fully understand it. . or individual interventions. and understood. This assessment can be conducted in many ways including documentation review. The type of change desired would determine the nature of the intervention. the decision is made whether to continue the cycle and to plan and carry out another intervention or to end it. For example. Once the intervention is planned. the next step is to plan an intervention. The data gathered would be determined by the change goals. data to be gathered would measure changes in knowledge and competencies. If it did not. defined. The decision-makers determine if the intervention met its goals. the process can end. It is reported to the organization’s decision-makers. focus groups. team interventions such as team building for management or employees or the establishment of change teams. or surveying.
Initial Diagnosis 2. 3. The consultants adopt various methods and that primarily includes interviews. Evaluation and Follow up 1. Initial Diagnosis: The initial diagnosis refers to finding the inadequacies within the organisation that can be corrected by OD activities then it is necessary to find out the professionally competent persons within organisation to plan and execute OD activities. Data Feedback 4. 2. It also helps in identifying the behavioural problems that are rising in the organisation. Team Building 8. Selection of Interventions 5. Implementation of interventions 6. It is done in order . Data Collection 3. Data Feedback: The collected data are analyzed and reviewed by various work groups that are formed for this purpose. Data Collection: The survey method is employed to collect the data for determining organizational climate.The process of Organisational Development comprises of follows steps and they are:1. analysis of documents and reports for diagnosing the problem. direct observation. Action planning and problem solving 7. The outside consultants can be also employed to help in diagnosing the problems and diagnosing OD activities. questionnaires. Inter-Group Development 9.
The entire steps in . 5) Implementation of Interventions: The selected intervention should be implemented progressively as the process is not a one shot. quick cure for organisational problems. 4) Selection of Interventions: The interventions can be described as the planned activities that are introduced into the system to achieve desired changes and improvements. and develop the programmes further for correcting the deviations. The suitable interventions are to be selected and designed at this stage. The consultants make great significance to the organisation in this respect. 7) Team Building: The consultants explain the advantages of the teams in OD process and encourage the employees throughout the process to form into groups and teams. the consultants encourage the inter-group meetings. 6) Action Planning and Problem Solving: To solve the specific and identified problems by using the collected data. Consequently. 9) Evaluation and follow up: The organisation should evaluate the OD programmes and should find out their utility. interaction etc.to intervene in the areas of disagreement or confrontation of ideas or opinions. 8) Inter-group Development: After the formation of groups/teams. it achieves real and lasting change in the attitudes and behaviour of employees. groups prepare recommendations and specific action planning.
The consultants adopt various methods including interviews. initial diagnosis. 3. inter group development and evaluation and followâ€“up. If competent people are not available within the organization the services activities are to be taken. There are different approaches to OD process but the typical process consists of seven steps. It takes minimum of one year and sometimes continues indefinitely. viz. questionnaires. Data Collection: Survey method is used to collect the data and information for determining organizational climate and identifying the behavioral problems. ORGANIZATIONAL DEVELOPMENT PROCESS The Organizational Development (OD) process is complicated and it takes long time to complete the process. analysis of documents and reports for diagnosing the problem.the OD processes should be followed by the organisation in order to derive full range of OD benefits. 1. team building. direct observation.. data collection. data feedback and confrontation. Data Feedback and Confrontation: Data collected are analyzed and reviewed by various work groups formed from this purpose in order to mediate in the areas of disagreement or confrontation of ideas or opinions and to establish priorities. Initial Diagnosis: If executives recognize that there are inadequacies within organization which can be corrected by OD activities. 2. . action planning and problem solving. it is necessary to find out the professional and competent people within the organization to plan and execute OD activities.
. At this stage the suitable interventions are to be selected and designed. subordinates etc. group discussions. written exercises. Inter group Development: The consultants encourage the inter group meetings. . Implementation of Intervention: The selected intervention should be implemented.4. But it achieves real and lasting change in the attitudes and behavior of employees. on-the-job activities. 7. 6. quick cureâ€? for organizational malady. feedback of data to the participants. by arranging joint meetings with the managers. redesign of control system etc. Action Planning and problem Solving: Groups prepare recommendations and specific action planning to solve the specific and identified problems by using data collected. Team Building: The consultants encourage the employees throughout the process to form into groups and teams by explaining the advantages of the teams in the OD process. 8. 5. Conclusion: The organization finally has to evaluate the OD programs. All the steps in the OD processes should be followed by the organization in order to derive full range of OD benefits. Interventions are to be implemented steadily as the process is not a â€œone-short. Selection and Design of Interventions: The interventions are the planned activities that are introduced into the system to accomplish desired changes and improvements. Intervention may take the form of workshops. interaction etc. after the formation of groups/teams. find out their utility. and develop the programs further for correcting the deviations and/or improved results. The consultants help the organization in this respect.
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