PROCESS OF

ORGNISATIONAL
DEVELOPMENT &
INTERVENTION
 INTRODUCTIO
N
Organisational development is a collection of
change method that try to improve
organisational effectiveness and employee well
being.

Organisation development encompasses a

collection of planned-changed interventions
built on humanistic democratic value that seek
to improve organisational effectiveness and
employee well-being
Features of organizational
development

Planned Participation of
Change change agent
Comprehensive
Emphasis on
Change
intervention
Long-range
change Emphasis on
Dynamic action research
process
Normative
educational
Role of organizational development

To place emphasis on
humanistic values
To Treat each human being as a
complex person
To increase the level of trust
among members
To increase the level of
enthusiasm at all levels
To increase the level of self &
group responsibility in planning
Problems in organizational development

Discrepancy between ideal and real

situations
Lack of open system concept

Resistance to change

Lack of motivation among members

Costly programmes
Process of organisational
development

Problem identification & diagnosis

Planning strategy for change

Intervening in the system

Evaluation
Managing the OD Process
Three basic components of OD
programs:
Diagnosis Continuous collection of data
about total system, its
subunits, its processes, and
its culture
Action All activities and interventions
designed to improve the
organizations functioning
Program All activities designed to
management ensure success of the
program
OD
Interventions
Organization Development (OD) interventions
techniques are the methods created by OD
professionals and others. Single organization or
consultant cannot use all the interventions. They use
these interventions depending upon the need or
requirement. The most important interventions are,

1. Survey feedback
2. Process Consultation
3. Sensitivity Training
4. The Managerial grid
5. Goal setting and Planning
6. Team Building and management by objectives
7. Job enrichment, changes in organizational
structure and participative management and Quality
Process of OD
Intervention
Sensitivity training

Team building
Survey feedback

Behaviour
modification
Grid organization
development
Career planning
Job expectation
technique
Organisational renewal
Structural OD
Interventions
Job redesign

Work schedule option

Process consultation

MBO
Decision centres
Collateral organisation
Definition of sensitivity
training
Sensitivity Training is a form of
training that claims to make people
more aware of their own prejudices,
and more sensitive to others.
According to its critics, it involves the
use of psychological techniques with
groups that its critics.
Definition of team building

1. High interaction among team

members to increase trust and
openness.

2. Team building uses high interaction

group activities to increase trust &
openness among team members,
improve coordinative efforts, and
increase team performance.
Process of team building
Problem sensing

Examining deferences

Giving & receiving feedback

Developing interactive skills

Follow-up actions
Survey feedback

The use of questionnaires to

identify discrepancies among
members perceptions,
discussion follows, &
remedies are suggested.
Process of Survey
feedback
Data collection

Feedback & information

Follow-up action
Process Consultation

The basic content of p-c is that

the consultant works with
individuals and groups in the
organisation to help them learn
about human and social
processes and to solve problems
that stem from process events.
Process Consultation
Initiate contact

Define the relationship

Select the setting and the method

Gather data & make a diagnosis

Intervene

Reduce involvement & terminate

Grid organisational
development
It is a comprehensive and
systematic OD programme
which aims at individuals groups
and the organisation as a whole.
It utilises a considerable
number of instruments,
enabling individuals and groups
to assess their own strengths
and weaknesses.
Process of Grid organisational
development
Managerial grid

Teamwork development

Intergroup development

Developing ideal strategic corporate model

Implementing the ideal strategic model

Systematic critique
 SUMMARY
OD Effort
is a planned change
involves the total system
managed with total acceptance and
commitment of the top management
is designed to improve
organisational effectiveness
makes use of behavioural science
knowledge
 Summary- Contd
is in terms of intervention at the
task or structure or technology or
people level
is an ongoing process and long term
process
relies primarily on experiential
learning
uses an action research intervention
mode