Stamford University Bangladesh

Final Homework
Course Title
Organizational Change & Development
Course Code
HRM 405

Submitted By
Naimur Rahman Navan
BBA 06618963
66 (HRM)

Submitted To
Shammi Akter
Assistant Professor

Submission Date
11-04-2021

1
An overview of OD intervention
Chapter Summery (CH:8)
Organizational development is an often-heard term and a key organizational function. In this
complete guide, we will take a closer look at a concept that many have heard of but are
unfamiliar with. We will dive into what organizational development is, its goals, examples of
common organizational development interventions and techniques, and the OD process. By the
end of this guide, you will have a good understanding of what OD is, and the techniques that can
be used to improve organizational effectiveness.
Organizational development (OD) is a critical and science-based process that helps organizations
build their capacity to change and achieve greater effectiveness by developing, improving, and
reinforcing strategies, structures, and processes.
Critical and science-based process. OD is an evidence-based and structured process. It is not
about trying something out and seeing what happens. It is about using scientific findings as input
and creating a structured and controlled process in which assumptions are tested. Lastly, it is
about testing if the outcomes reflect the intention of the intervention.
Build capacity to change and achieve greater effectiveness. Organizational development is
aimed at organizational effectiveness. It, therefore, has a number of (business) outcomes. These
can differ between organizations, but usually, they do include financial performance, customer
satisfaction, organizational member engagement, and an increased capacity to adapt and renew
the organization. These are not always clear-cut. Sometimes it is about building a competitive
advantage, in whichever way that is defined. We will explore these outcomes later in this article
Developing, improving, and reinforcing strategies, structures, and processes. The last part of
our definition states that organizational development applies to changes in strategy, structure,
and/or processes. This implies a system-approach, where we focus on an entire organizational
system. This can include the full organization, one or more locations, or a single department.
The goal of OD is to develop these aspects, as they can help a business win in the marketplace.
This means that organizational development differs from the incidental change process. OD
focuses on building the organization’s ability to assess its current functioning and tweak it to
achieve its goals. It is, therefore, a continuous process, whereas change processes are often
temporarily.
This also emphasizes the relevance of OD. In this VUCA world, change is becoming a constant
factor. OD is an integral approach to ensuring this constant change.