ORGANIZATIONAL DEVELOPMENT PROCESS The Organizational Development (OD) process is complicated and it takes long time to complete the

process. It takes minimum of one year and sometimes continues indefinitely. There are different approaches to OD process but the typical process consists of seven steps, viz., initial diagnosis, data collection, data feedback and confrontation, action planning and problem solving, team building, inter group development and evaluation and followup. 1. Initial Diagnosis: If executives recognize that there are inadequacies within organization which can be corrected by OD activities, it is necessary to find out the professional and competent people within the organization to plan and execute OD activities. If competent people are not available within the organization the services activities are to be taken. The consultants adopt various methods including interviews, questionnaires, direct observation, analysis of documents and reports for diagnosing the problem. 2. Data Collection: Survey method is used to collect the data and information for determining organizational climate and identifying the behavioral problems. 3. Data Feedback and Confrontation: Data collected are analyzed and reviewed by various work groups formed from this purpose in order to mediate in the areas of disagreement or confrontation of ideas or opinions and to establish priorities. 4. Selection and Design of Interventions: The interventions are the planned activities that are introduced into the system to accomplish desired changes and improvements. At this stage the suitable interventions are to be selected and designed. 5. Implementation of Intervention: The selected intervention should be implemented. Intervention may take the form of workshops, feedback of data to the participants, group discussions, written exercises, on-the-job activities, redesign of control system etc. Interventions are to be implemented steadily as the process is not a one-short, quick cure? for

organizational malady. But it achieves real and lasting change in the attitudes and behavior of employees. 6. Action Planning and problem Solving: Groups prepare recommendations and specific action planning to solve the specific and identified problems by using data collected. 7. Team Building: The consultants encourage the employees throughout the process to form into groups and teams by explaining the advantages of the teams in the OD process, by arranging joint meetings with the managers, subordinates etc. 8. Inter group Development: The consultants encourage the inter group meetings, interaction etc., after the formation of groups/teams. Conclusion: The organization finally has to evaluate the OD programs, find out their utility, and develop the programs further for correcting the deviations and/or improved results. The consultants help the organization in this respect. All the steps in the OD processes should be followed by the organization in order to derive full range of OD benefits.
Organizational Climate Survey This is an Organizational Climate Survey. It can be used to help management better understand how employees think and feel as contributing members of their organizations. With an accurate picture of their attitudes, management will be able to create an action plan with specific solutions that address any areas of concern or in need of improvement. There are no right or wrong answers to this survey. Also, responses will be kept completely anonymous and confidential. All responses will be pooled together so that individual employees cannot be identified; therefore, you are encouraged to answer each question as honestly as possible. The results of this survey will be used to generate a summary report for senior leadership. These results will also be shared with management and staff to ensure we meet the needs of the organization. Please indicate the extent to which you agree or disagree with each of the statements on the following pages by selecting the box that corresponds with your response. Tick mark any one box only for each question:-

Category: Organization Design

1.

The organizations goals and objectives are clear to me. Strongly Disagree Neither disagree agree or disagr 1 1 1 ee

Ag

Strongly agree
1

2.

Employees have a shared understanding of what the organization is supposed to do. Strongly Disagree Neither Ag Strongly disagree agree agree or disagr 1 1 1 1 1 ee

3.

Roles and responsibilities within the group are understood. Strongly Disagree Neither disagree agree or disagr 1 1 1 1 ee

Ag

Strongly agree
1

4.

Clear reporting structures have been established. Strongly Disagree Neither disagree agree or disagr 1 1 1 ee

Ag

Strongly agree
1

5. Employees at this organization have the right skill sets to perform their job functions.

Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Individual Job Characteristics

6. I gain satisfaction from my current job responsibilities. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

7. My skills and abilities are fully utilized in my current job. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

8. I have the opportunity to further develop my skills and abilities. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

9. I find that I am challenged in my current job role. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

10. My work adds value to the organization. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Co-Worker Relations

11. I feel my input is valued by my peers. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

12. Knowledge and information sharing is a group norm across the organization. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

13. Employees consult each other when they need support.

Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

14. Individuals appreciate the personal contributions of their peers. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

15. When disagreements occur, they are addressed promptly in order to resolve them. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Culture / Work Environment

16. I feel valued as an employee. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

17. I enjoy being a part of this organization. Strongly disagree Disagree Neither agree Ag Strongly

or disagr ee

agree
1 1

18. Employees have a good balance between work and personal life. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

19. Morale is high across the organization. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

20. Employees speak highly about this organization. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Senior Management

21. Senior management sets high standards of excellence. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

22. Senior management encourages collaboration across the organization. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

23. Senior management treats employees fairly. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

24. I trust the information I receive from senior management. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

25. I believe senior management appreciates the work I do. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Direct Supervisor

26. My direct supervisor makes sure I have clear goals to achieve. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

27. My direct supervisor gives me helpful feedback on how to be more effective. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

28. My direct supervisor listens to my ideas and concerns. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

29. My direct supervisor serves as a positive role model for me. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

30. I believe my direct supervisor appreciates the work I do. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Work Processes

31. I am clear on how best to perform my work tasks. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

32. Everyone here takes responsibility for their actions. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

33. Work tasks are completed on-time. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

34. My work group operates effectively as a unit.

Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

35. We use efficient work processes when performing our jobs. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Communications

36. I receive the information I need to perform my job well. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

37. I am clear on how my job supports the department's overall objectives. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

38. When I need help, I can ask others in my work group for suggestions or ideas. Strongly disagree Disagree Neither agree or disagr Ag Strongly agree

ee
1 1

39. Interpersonal communication and relationships contribute to organizational performance. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

40. Our face-to-face meetings are productive. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Technology

41. My department has adequate tools and technologies to perform our work. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

42. The technology we use supports our business processes.

Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

43. The technology we use helps me get my job done. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

44. The tools and technologies that I use help me to be efficient in completing my work. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

45. Our technology is reliable and works when we need it to work. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Customer Satisfaction

46. We understand the specific needs of our customers. Strongly disagree Disagree Neither agree Ag Strongly

or disagr ee

agree
1 1

47. We are focused on delivering high-quality products/services. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

48. We deliver our products/services on-time. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

49. Our products/services meet our customers' expectations. Strongly disagree

1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

50. Customers regularly tell us that we are doing a great job. Strongly disagree
1 1

Disagree

Neither agree or disagr ee

Ag

Strongly agree
1

Category: Comments

51. Please provide any suggestions or recommendations you have to improve performance across the organization

Intelligent decisions are the key to your institution's success. You are confronted every day with tough issues: Interdepartmental conflict. Inadequate staffing. Low morale. High turnover. To make effective decisions on these issues, you need accurate and timely information on the climate in your organization &emdash;and it has to come from your employees.

What is it?
The Organizational Climate Survey (OCS) is both a product and a process. The product is the survey itself, which measures the expectations and perceptions of every employee in your organization. The process involves consultant activity with all levels of management and an employee focus group, survey implementation, survey reporting at an executive retreat, action planning, and follow-up. The survey delivers information. The consultant process delivers the means for practical application.