Jennifer J.

Germar-BOA-CT-IV-3N Organizational Development Process The Organizational Development (OD) process is complicated and it takes long time to complete the process. It takes minimum of one year and sometimes continues indefinitely. Organizational development process starts with the identification of problems that can be solved within the organization. This process progresses through different stages and determines satisfactory progress made for additional involvement. The procedure is cyclic and terminates only when desired result is obtained. It can also be a series of trial and error and a discovery of the best practices that can be implemented in the organization. Why is OD Process important? It will provide better impact in achievement towards an organizational goals Increasing trend to maximize an organizations investment in its employees Organizations need to work smarter and apply creative ideas Employees expect more from a days work Customers demand continually improving quality

The Process of Organizational Development

Decision made by management to use OD

Initial Diagnosis 1

Data Collection 2

Data feedback and confrontation 3

Action planning and problem solving 4

Team building 5

Intergroup Development 6

Evaluation and followup 7

DEVELOPMENT

The Steps in Organizational Development Process 1. Initial Diagnosis The initial diagnosis refers to finding the inadequacies within the organization that can be corrected by OD activities then it is necessary to find out the professionally competent persons within organization to plan and execute OD activities. The outside consultants can be also employed to help in diagnosing the problems and diagnosing OD activities. The consultants adopt various methods and that primarily includes interviews, questionnaires, direct observation, analysis of documents and reports for diagnosing the problem.

2. Data Collection
The survey method is employed to collect the data for determining organizational climate. It also helps in identifying the behavioral problems that are rising in the organization.

3. 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. 4. Action planning and problem solving Groups use the data to develop specific recommendations for change. Discussion focuses on actual problems in their organization. Plans are specific, including who is responsible and when the action should be completed. 5. Team building During the entire period of group meetings the consultant encourages the groups to examine how they work together. The consultant helps them see the value of open communication and trust as prerequisites for improved group functioning. Team

building may be encouraged further by having individual managers and their subordinates work together as a team in OD sessions. 6. Intergroup Development Inter group development seeks to change the attitudes stereotypes and perceptions that groups have of each other. The consultants encourage the inter group meetings, interaction etc., after the formation of groups/teams.

7. Evaluation and follow-up

The organization should evaluate the OD programs and should find out their utility, and develop the programs further for correcting the deviations. The consultants make great significance to the organization in this respect.

Organizational development process assumes great importance in today's social organizations or nonprofit organizations. Since they move from survivability to the sustainability development is necessary. The OD process is commonly applied to the various phases of the organization such as defining the organizational purpose, evolving strengths, value creation, strategic intervention and partnership convergence.