A Project Report

On
Use of OD Interventions to
achieve Organizational Success

Submitted by: Submitted to:

Ishita Gautam(0201MBA025) Ms Rupam J Das
Kartik Gupta(0201MBA029)
Tanya Gupta(0201MBA052)
Yashi Garg(0201MBA057)

In Partial Fulfilment of the Requirements for the Degree of

Master of Business Administration
At
BHARATI VIDYAPEETH INSTITUTE OF
MANAGEMENT & RESEARCH
ABSTRACT

Organizational development is a crucial part of the sustainability and growth of

a business. Organizational development can be implemented in business by
adapting efficient leadership approach, managing employee performance and
designing a clear work process. This project focuses on the use of od
intervention to achieve organizational success. For this purpose, the
potentiality of applying organizational development interventions has also
been considered. It is identified that the company is facing a challenge in
managing performance due to issue in structure, culture and inability to
influence employees innovation. To solve the issue, the company can able
to apply the organizational development intervention technique through
changes in leadership, work culture as well as the adoption of structure like
flat organizational structure to maintain a smooth flow of Communication.
INTRODUCTION

Organizations face various challenges in relation to performance,

knowledge, talent management, technology, skill etc. Organisation
Development (OD) interventions help in addressing such issues to make sure a
company is able to meet goals and objectives. OD interventions refer to a
structural program that enables a firm to solve any existing organizational
problem. These activities are structured to enhance the functioning of a
company along with enabling a leader or manager for the better management of
team building or organizational culture.

MEANING

Organizational Development Interventions are structured program designed

to solve a problem, thus enabling an organization to achieve the goal. These
intervention activities are designed to improve the organization’s functioning
and enable managers and leaders to better manage their team and organization
cultures. These OD interventions are required to address the issues that an
organization might be facing ranging from process, performance, knowledge,
skill, will, technology, appraisal, career development, attrition, top talent
retention and the list can actually be pretty exhaustive.

There are 3 types of interventions that an organization should be able to identify

and plan to implement.

1. Individual : Interventions pertaining to an individual.

2. Group : Interventions pertaining to a group.

3. Organization : Interventions related to the organization’s strategy and
policy.

An organization should be able to identify the kind of OD intervention required.

Once the intervention is identified the organization should then plan to address
or eradicate the issue at hand in an effective manner. Below mentioned are the
OD intervention process that an organization should have to address any
intervention.

1. Entering and Contracting : Here we establish the fact that yes we do

require OD intervention to address an issue.

2. Diagnosis : In this process we identify the intervention and establish the root
cause of the issue.

3. Designing Intervention : In this process we design the approach to address

the issue or intervene to sort the issue out and bring value to business.

4. Leading and Managing Change : Here we establish a focus group with

management buy in and implement the designed intervention. OD intervention
is a structured programme driven from top to bottom.

5. Evaluating and Institutionalizing Interventions: Here we evaluate the

course of actions implemented and see if we are on track or if we need to re-
design the approach so that the objective if met.

CHARACTERISTICS OF OD INTERVENTIONS

 OD interventions are planned activities

 OD interventions refer to implementation of entire OD program

systematically.
 OD interventions are decided mutually by client and a consultant.

 Selection of appropriate OD intervention denotes careful diagnosis of

current system of an organization.

 Application of OD interventions require participation and involvement of

a client system.

 OD interventions focus on social and task performance enhancement.

 OD interventions differ From organization to organization based on

requirement.