ORGANIZATION DEVELOPMENT

-OD is the applied behavioral science, dedicated to improve organization

and the people, through the use of the theory and practice of planned
change.
-OD is a process for teaching people how to solve problems, take
advantage of opportunities, and learn how to do better and better.
-OD process on issues related to the human side of the organization. To
increase effectiveness of individuals, teams and other human processes.
- OD started in 1950, early 1960.
-OD is combination of psychology, sociology and anthropology.
-OD programmes are long-term, planned sustained efforts.
-Leader confronts an undesirable situation and seeks change in it.
-A central feature of OD is widespread participation and involvement. Get
as many people as possible into the Act.
-OD deals with the gamut of “People Problems”.
Poor morale
Low productivity
Poor quality
Interpersonal conflict
Unclear goals
Poor team performance
Inappropriate leadership style
Poor customer relationship.
Planned Change:
-OD Consultants establishes collaborative relationship with members.
-The role of OD Consultants is typically to help the members to solve their
own problems and learn to do better.
-OD Consultants are co-learners as well as collaborators as they help
organization members to find effective ways to work on solutions.
-Consultants serve as a facilitators and helpers and not as experts or
advisors.
-The process is known as self renewal or learning how to learn as
organizational learning.
-OD is a journey and not a destination. It is an unfolding and evolving
series of events, a step by step procedure.
The steps or process are:
- Sensing something is wrong.
- Needs correction
- Diagnosing the situation
- Planning and taking corrective action.
- Evaluating the effects of actions.
Organization Culture:
- Organization culture strongly influences individuals and group behavior.
 Managing OD Process
All OD Programmes have three basic components:
- Diagnosis
- Actions
- Programme Management
A) Diagnosis:- Represents a continuous collections of data about total
systems.
B) Action:- Represents interventions designed to improve the
organization’s functioning.
C) Programme Management Component represents all activities
designed to ensure all success of the programme.
 OD Process
Process Explanation Information Method of
Diagnosis

A) Communication Is it one way or What is the Observation

two way? Is it climate of in meetings
top down or down communication? or interviews
up. Open or closed.

B) Goal Setting: To measure task Do people Interviews,

accomplishment set goals? Who Observation.
participates.
 Process Explanation Information Methods of

Diagnosis
C) Decision Evaluating alternatives Who makes Organizational
Making and choosing plan of decision? Are they records, meetings.
action. Effective.

D) Conflict Is there any mechanism Source of conflict, Third Party

Resolution to resolve. Involved parties. Observation.
Reward.
 OD Process
The program Management. OD Programme follows logical process of events.
A) Entry:- Initial introduction between consultant, clients. Establishing mutual
consent.

B) Diagnosis:- Fact finding phase.

C) Feedback:- Clarification, Accuracy.

D) Planning Change:- Action to be taken.

E) Intervention:- Sets of action, designed to correct the problems.

F) Evaluations:- Assessing the effects of Programmes.

 Eight Steps for Successful Organizational Transformation
1) Establishing sense of urgency.

2) Forming a powerful guiding coalition.

3) Creating vision.

4) Communicating vision.

5) Empowering others to act on the vision.

6) Planning for short term wins.

7) Consolidating improvements and more change.

 Values, Assumptions and Beliefs in OD
OD values tend to be humanistic, optimistic and democratic.
Humanistic values proclaim the importance of the individual, treat
people with respect, and dignity.
Belief in people as having potential for growth and development.
The importance of fair and equitable treatment for all.
OD Goals
-Improvement in interpersonal competence.
-Development of more team management.
-Development of better method of conflict resolution.
-Basic units of change are groups not individuals.
-To develop open communication mutual trust and confidence.
 Values and Beliefs
Basic Assumptions:
-Most individuals have drives toward personal growth and development if
provided an environment that is supportive.
-Most people desire to make and capable of making greater contribution to
organization.
-Ask, Listen, support, challenge, permit failure, encourage risk taking, give
autonomy, responsibility.
-Set high standards and reward success.
-It’s good to have development outlook, people can experience personal and
professional growth.
-To create organization, which is humane develop oriented, empowering, high
performing.
-Putting people first in profit and performance.
 POWER / POLITICS
-Part of organizational life.
-In order to be more effective, one has to understand (BJP) Mr. Khurana.
-OD practitioner needs both awareness (knowledge) and behavioral
competencies (skills) in power and politics.
-OD signifies changes, and for change to accrue in organization power must
be exercised.
-Power is the intentional influence over the beliefs, emotions and behavior of
people.
-Without power, no co-operation in the society. (USA) (Iraq)
-Power in action may result in positive / negative effects.
-Harold defined politics simply as the study of who gets what / when and
how.
-It involves activities taken within organization to acquire, develop, resources
to obtain one’s preferred outcomes.
-Both relate to pursuit of self interest.
-Organizational politics tend to be associated with decision making / resource
allocation or conflict resolution.
-OD was founded on the belief that using behavioural science method to increase
collaborative problem solving would increase both organizational effectiveness and
individual well being.
-Change occurs when people with more power force their preferences on people with
less power.
All OD intervention promotes:
-Problem solving, not politics as preferred way to get things accomplished.
-OD values are consistent with the positive face of power but not with negative
power.
-Values such as trust, openness, individual dignity are foundation.
-The role of OD practices is that of facilitator, catalyst, problem solver, educator. The
practice is not political activist or power broker.
OD Group can gain power in organization
•Competence:- Demonstrated competence is the most important source of power,
acceptability.
• Political access and sensitivity: Cultivate and nurture multiple relationship (Jassi……)
with key power figures in the organization.
• Resource Management: Power accrues to those who control resources.
• Advise for OD Practitioner. :
- Become a desired commodity, both as a person and as a professional.
- Know your legitimate business and stick to it.
- Create win win situation.
- Use of effective conflict management techniques.
- Individual power base
Knowledge
Expertise
- Personality
Charisma
Reputation
Professional capability.
Four Stages model in which the OD process is used to help the power elite
transform the organization in beneficial way.

Phase I – Consolidating power to prepare the change.

Phase II – Focusing power on strategic consensus.

Phase III – Aligning power with structure and people.

Phase IV – Releasing power through Leadership and collaboration.

 ORGANIZATIONAL DEVELOPMENT
- Introducing planned change in organization.

- OD is a planned effort initiated by process specialists to help in an

organization develop its diagnostic skill, and copying capabilities.

- Knowledge and skills of the applied behavioral science are used in OD.

- Diagnostic Skills:

OD is a process of plan change on the basis of data.

- Data becomes base.
- OD tries to develop. The organization’s capacity to diagnose its
problem.

Copying Capabilities:

The main thrust in OD is on the organization problem solving abilities.

Linkage strategies:

OD emphasize the building of links between individual goals and

organizational goals.
Culture and Mutuality:
OD is based on certain values, which are important for the development of
organization as open and proactive systems.
OD fosters a set of specific values:
- Openness
- Confrontation
- Trust
- Pro-activity
- Collaboration
-Openness implies confronting problems rather than avoiding them.
- Confrontation means exploring ways of improving relationship amongst
individual.
Goals of OD:
The Individual:
-He is a central entity in OD.
-Individual working in the organization is the most important vehicle of
change.
The Teams:
-OD tries to work on establishing continuous improvement mechanism.
The Organization:
-The organization is the stable entity, which uses the individual and
various teams for attainment of its goals.
-It helps the organization as a whole in its goal setting process.
- OD deals with the organization’s ability to transact with the environment
through both adaptive as well as proactive behaviors.