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Organization Development Process

Gajaba Perera-Gunawardena Management Consultant


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What is OD

OD is a long range effort to improve organization's problem solving and renewal processes, particularly through more effective and collaborative management of organizational culture, often with the assistance of a change agent or catalyst and the use of the theory and technology of applied behavioral science.

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Purpose of OD Intervention

OD is a systematic approach focused on improvement of organizational processes to achieve effectiveness efficiency and productivity of an Organization.

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Stages of OB Process
Problem IDENTIFICATION

Feedback

Action Planning

Evaluation
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Implementation
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Problem identification

The first phase in OD process involves

understanding and identification of the existing and potential problems in the organization. The awareness of the problem includes knowledge of the possible organizational problems of growth, human satisfaction, the usage of human resource and organizational effectiveness.

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Action Planning
The Second Phase : Once the problem/s issues/s are understood, the next step is to plan for involvement or intervention. Intervention can include teaching, improvement and team interventions through training and brainstorming sessions. Focused group discussions could also be implemented for this purpose. Team intervention in turn includes structural and individual interventions.

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Implementation
The Third Phase is to implement the planned interventions monitoring Program is extremely important as the interventions are long-ranged. The need to adhere to time schedules is vital since overlaping and confusion could lead to defeat the planned interventions . Chances are, however, organizational goals change over time, so there is always a need for such a process to continue

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Evaluation

The fourth Phase: Though shown as a separate phase, this is a reiterative process from the beginning of the process. This will help assessing the outcomes and fine-tuning the process to assure benefits are achieved

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Feedback

The Fifth Phase: This is also a reiterative Phase. The feedback from various sections of the organizations and the vital domains are important to establish the success of the intervention/s

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four steps in organizational diagnosis model (1-2)

Structural analysis: Determines how the different parts of the organization are functioning in terms of laid down goals. Process analysis: Process implies the manner in which events take place in a sequence. It refers to pattern of decision making, communication, group dynamics and conflict management patterns within organization to help in the process of attainment of organizational goals
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four steps in organizational diagnosis model ( 3-4)


Function analysis:

This includes strategic variables, performance variables, results, achievements and final outcomes.

Domain analysis:

Domain refers to the area of the organization for organizational diagnosis.

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Stage II Intervention or action phase

Planning and implementation:

After diagnosing the problem, the next phase of OD, involves the planning and implementation part of the change process.

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Stage III Stabilization or process maintenance phase

Evaluation and feedback:

Any OD activity is incomplete without proper feedback. Feedback is a process of relaying evaluations to the client group by means of specific report or interaction.

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intervention overview

human process interventions techno structural interventions human resources management interventions strategic interventions

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Cummings & Worley, 8e (c)2005 Thomson/South-Western

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human process interventions

coaching training and development process consultation and team building third-party interventions (conflict resolution) organization confrontation meeting intergroup relationships large-group interventions

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Cummings & Worley, 8e (c)2005 Thomson/South-Western

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techno structural interventions

structural design
downsizing reengineering employee involvement
work design

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Cummings & Worley, 8e (c)2005 Thomson/South-Western

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human resources management interventions


goal setting performance appraisal reward systems career planning and development managing work force diversity employee stress and wellness

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Cummings & Worley, 8e (c)2005 Thomson/South-Western

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Summary

OD is a systematic approach focused on improvement of organizational processes to achieve effectiveness efficiency and productivity of an Organization. It is a long range organizational wide process strongly supported by the top management

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Summary

OD process helps identification of organization decline and introduce relevant change processes
It deals with introduction and management of change in an organization to overcome internal and external impacts which would lead to decline

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