1.1Introduction to OD

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Organizational development

Organizational development is a deliberate

and systematic process adopted to enhance

the ability of an organization to identify,understand and accept changes and to

benefit from such changes.


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Today's organizations operate in a rapidly changingenvironment. Consequently, one of the most important assets

for an organization is the ability to manage change -- and forpeople to remain healthy and authentic. Consider the followingdefinition of OD:

Organization Development is the attempt to influence themembers of an organization to expand their candidness with

each other about their views of the organization and theirexperience in it, and to take greater responsibility for their ownactions as organization members. The assumption behind ODis that when people pursue both of these objectivessimultaneously, they are likely to discover new ways of workingtogether that they experience as more effective for achievingtheir own and their shared (organizational) goals. And thatwhen this does not happen, such activity helps them tounderstand why and to make meaningful choices about what todo in light of this understanding.-- Neilsen, Becoming an OD Practitioner, Englewood Cliffs,

CA: Prentice-Hall, 1984, pp. 2-3.

Definition of OD


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"Organization development is a system-wide application ofbehavioral science knowledge to the planned development andreinforcement of organizational strategies, structures, andprocesses for improving an organization's effectiveness."-- Cummings and Worley, "Organization Development andChange", Sixth Edition, South-Western Publishing, 1997, p.2.

"Organization Development is a body of knowledge andpractice that enhances organizational performance and

individual development, viewing the organization as a complexsystem of systems that exist within a larger system, each ofwhich has its own attributes and degrees of alignment. ODinterventions in these systems are inclusive methodologies andapproaches to strategic planning, organization design,

leadership development, change management, performancemanagement, coaching, diversity, and work/life balance."-- Matt Minahan, MM & Associates, Silver Spring, Maryland


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Organization Development is a

dynamic values-based approach to

systems change in organizations andcommunities; it strives to build the

capacity to achieve and sustain a new

desired state that benefits the

organization or community and theworld around them.


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Organization Development is an effort

(1) planned,

(2) organization wide, and

(3) managed from the top, to

(4) increase organization effectiveness and

health through

(5) planned interventions in the organizations

processes using behavioral-science knowledge.

(Beckhard,1969)


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CHARACTERISTICS

Focus on culture & processes

Collaboration between leaders and members

in managing culture & processes Teams are important for accomplishing tasks

Focus on human and social side of

organization Participation & involvement


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OD Values

Humanistic

Optimistic

Democratic


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Humanistic values

Proclaim the importance of individual

Respect the whole person

Treat people with respect & dignity

Assume that everyone has intrinsic worth

View all people as having the potential for

growth & development


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Optimistic values

Posit people are basically good .

Progress is possible & desirable in human

affairs . Rationality, reason and goodwill are tools

for making progress.


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Democratic values

Sanctity of individual.

The right of people to be free from arbitrary

misuse of power . Importance of fair and equitable treatment for

all.

Need for justice through the rule of law.


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ACTION RESEARCH MODEL

1. Preliminary diagnosis2. Data gathering from client group

3. Data feedback to client

4. Exploration of data by client5. Action plan by client

6. Action taken by client

7. Evaluation & assessment of results ofaction-with an od practitioner acting as

facilitator all throughout


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Objectives of organizational

development

To improve the ability of the organization to

plan and manage changes.

To identify and allocate the preciousresources of the organization in the most

productive manner.


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development (contd.)

To improve the organizational and individual

efficiency for effective accomplishment of

organizational goals. To achieve improved efficiency in the team-

building process.


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To develop efficient leadership styles and

better decision-making processes.

To obtain the employees trust, cooperationand commitment.

To restructure the organizational missions,

objectives and tasks in a judicious and well-timed manner continuously.


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To identify and resolve the potential conflicts

among individuals.

To ensure the long-term growth and healthof the organization.


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Approaches to the study of

organizational development

The approaches to OD are

Data-driven approach

System design approach

Contingency approach


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Data-driven approach

In this method, the data collected about the

environment largely drive the OD process.

The four general forms of data used in this

approach are

Interview data

Focus group data

Organizational survey data

Multiple survey feedback


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System design approach

In this approach, the entire organization is

viewed as a complex system composed of

inter-related and interdependent sub-systems.

These sub-systems are unified by

appropriate designs to achieve the

organizational goals or objectives.


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Contingency approach

In an uncertain situation, the contingency

approach attempts to study the different

possible scenarios in the environment andassess their implications for the organization.

It identifies the ifthen relationship and

proposes changes in the goals, strategies and

direction of the organization, if necessary.


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Contingency approach (contd.)

It helps the organizations in developing plans

and counter-plans continually on the basis of

their understanding of the emergingsituation.


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Types of OD intervention

programmes

Team-building

Survey feedback

Training and development

Leadership development

Process consultation interventions


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programmes (contd.)

Force-field analysis

Third-party peacemaking

Human resource management Total quality management


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programmes (contd.)


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Benefits of OD intervention

programmes

Better interaction among the members

of the organization.

Employees skills enhancement in thechanging environment.

Systematization of the change

management process. Employee evaluation and feedback.

Prevention rather than correction.

Documents

1.1Introduction to OD