ORGANISATION

DEVELOPMENT
PROCESS
DEFINITION

Organization Development (OD) is the process

of improving organizations.

The process is carefully planned and

implemented to benefit the organization, its
employees and its stakeholde
 WHY IS ORGANIZATION
DEVELOPMENT
IMPORTANT?
Profitability, productivity, morale and quality of
work life are of concern to most organizations
because they impact achievement of organization
goals.
There is an increasing trend to maximize an
organization's investment in its employees.
Jobs that previously required physical dexterity now
require more mental effort.
Organizations need to "work smarter" and apply
creative ideas.
BENEFITS OF ORGANISATION
DEVELOPMENT
Continuous capability improvement
Profits (cost reduction, for nonprofits).
Innovation.
Customer satisfaction.
Product and service quality.
Cost effectiveness.
Organizational flexibility.
Personal feelings of effectiveness.
Job, work, and life satisfaction.
Organisational Development Process
Initial Diagnosis

Data Collection

Data Feedback

Selection of Interventions

Implementation of interventions

Action planning and problem

Solving

Team Building

Inter-Group Development

Evaluation and Follow up

Case Study
CASE AT A GLANCE !!!!!
The case is a leading company whose growth has been
steadily declining over the years due to internal
problems .

The internal problems are both on part of the ;

1. Top Management
2. Front line and Middle Management
3. Employees.
PROBLEMS ENCOUNTERED !!!

 Lack of co-operation between the sub-units.

 Increasing complaints from customers.

 Sagging morale among the workforce.

 Rapidly increasing costs.

 solutions

 Lengthy dialogue with the CEO – understand view

pts, attitude, behaviour.

Observe reactions of sub-ordinates & employees to

CEO’s statements.

 Conduct Interviews with all the CEO’S subordinates

– problem areas.

 Group the feedback into general categories “Boss”,

“Meetings”, “Administrative Services”, “Customer
relations” …. – feedback, prioritize.
Conduct workshop for employees and CEO together – usually
workshop conducted for 2-3 days with no work during those days.

 Workshop – motivation , leadership, group dynamics, team

performance , effectiveness …. – mainly…

 Act as a moderator / coach and help group analyze and bring

optimal solutions to the problems given.

 Must break up team into syndicates- increased intense

brainstorming – better team dynamics .

 Breif participants on the topics & establish norms about how

group will operate.
 Design workshop- time for stress free and recreational
activities – greater mutual understanding & better trust and
relationship among participants.

 last day – help team develop “next action plan ” for the
problems discussed in the workshop.

 Fix a future date with the organization (mostly 3

months) after which organization’s progress is mapped &
workshop or additional training to achieve the remaining
goals.

 Work with Top management to institutionalize the

process of “Strategy” with constant feedback & grievance
systems from employees – HR in charge.
Critical actions
Work began with a plan to get the executive team to think
creatively about the company and its future.
The executive team identified the core purpose, values and
strategy for the company.
Realizing that the entire company needed to accept their
work in order to implement it successfully, the leadership
team engaged managers in defining actions needed to
achieve the strategy.
The leadership team presented their work to all employees
in an energized, creative town hall meeting.
The leadership team cascaded the strategies through the
entire organization so all employees saw how their goals
contributed to the core purpose of the company
Thank you