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Organisational

Development
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Contents
1. Introduction
2. Objectives
3. Characteristics
4. Steps taken in O.D
5. Barriers
6. Methods
7. Summary
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“a planned process of
change in an organization’s
culture through the
utilization of behavioral
science technology,
research and theory” –
Wyatt Warner Burke
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Introduction
 Organisational (or organization) Development or simply
O.D. is a technique of planned change. It seeks to change
beliefs, attitudes, values and structures-in fact the entire
culture of the organization—so that the organization may
better adapt to technology and live with the pace of
change.
 O.D. is a comprehensive strategy for organization
improvement. O.D. is a long range effort to improve an
organization’s problem solving and renewal processes,
particularly through a more effective and collaborative
management culture.
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R. Beckhard defines O.D. as a change strategy


which is:
 Planned.
 Organization-wide.
 Managed from the top to increase organization
effectiveness and health through planned
interventions in the organization’s processes,
using behavioral science knowledge.
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Improvement in the
performance of the
organization.

Improvement in ability of the


Objectives organization to adapt its
environment

Improvement in inter-
personnel and inter-group
performance to secure team
work.
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Characteristics
 Organizational development is an educational strategy for
bringing a planned change.
 It is related to real problems of the organization.
 Laboratory training methods based on experienced behavior are
primarily used to bring change.
 O.D. uses change agent (or consultant) to guide and affect the
change. The role of change agent is to guide groups towards more
effective group processes rather than telling them what to do.
Change agents simply assist the group in problem solving
processes and the groups solve the problems themselves.
 There is a close working relationship between change agents and
the people who are being changing a planned change.
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 O.D. seeks to build problem-solving capacity by improving group


dynamics and problem confrontation.
 O.D. reaches into all aspects of the organization culture in order
to make it more humanly responsive.
 O.D. is a long term approach (of 3 to 5 years period) and is meant
to elevate the organization to a higher level of functioning by
improving the performance and satisfaction of organization
members.
 O.D. is broad-based and describes a variety of change programs.
It is concerned not only with changes in organizational design but
also with changes in organizational philosophies, skills of
individuals and groups.
Steps taken in OD

Diagnosis

Planned strategies for


change

Implementing the
change

Evaluation

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Barriers
Low
Productivity

Poor Morale Unclear goals

Inter-Group Poor quality


conflicts management

Barriers to
OD

Poor team Poorly


performance designed tasks

Inappropriate Inter-
leadership personnel
style conflicts
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Methods

Management
by
Managerial Objective
Grid
Team
Building
Survey
Feedback
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Summary

a field with a rich history of


research, publications and highly
qualified practitioners dedicated
to improving the performance of
organizations, whether they are
teams, departmental units or
the overall organizations.
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Cheers!