Organisational DevelopmentTAWHEED MOHAMMAD SAYYIDROLL NUMBER 555BERCHMANS INSTITUTE OF MANAGEMENT STUDIES

What is Organisational Development?

“Organisational Development is a planned process of change in an organisation’s culture through the utilisation of behavioural science technology, research and theory.”

- Burke

Organisational Development is a technique used for bringing change in the entire aspect of the organisation, rather than focussing attention on the individuals, so that the change is readily absorbed.

How are their characteristics like?

Planned Change Encompasses the whole organisation Long Range Change Systems Orientation Problem Solving Change Agent Feedback Group Process

What is the importance of Organisational Development?

Training for change To help in making the Organisation culture more responsive

Steps in OD Process

Initial Diagnosis of the Problem. Data Collection. Data Feedback and Confrontation. Planned Strategy for Change. Intervening the System. Team Building. Evaluation.

1. Initial Diagnosis (OD Process)

First step. Top management meets the consultants and the experts to determine

the type of programme needed. Consultants meets various persons in the organisation and interview

them to collect the information.

2. Data Collection (OD Process)

Consultant will meet groups of people away from the work environment to get some answers to the questions such as:

What specific job conditions contribute to their job effectiveness? What kind of conditions interfere with their job effectiveness? What changes would they like to make in the working of the

organisation?

3. Data Feedback (OD Process)

Data which is collected will be given back to the respective persons who will be assigned the job to review the data.

Any differences would be solved and only priorities will be established for change.

4. Planning Strategy (OD Process)

Consultant, based on the inputs received from both the parties will devise a new planning strategy.

He will have different schemes introduced and will select the best of them.

5. Intervention (OD Process)

Refers to planned programmed activities during the course of an OD programme.

These activities bring certain changes in the system which is the basic objective of OD.

These are prepared by the Consultant himself.

6. Team Building (OD Process)

Consultant encourages the group on how they must work together. Emphasises the importance of mutual trust, value and creating a win-

win situation between the groups and individuals or among them.

7. Evaluation (OD Process)

As OD is planned process, there is always evaluation of it. Process is long. Takes feedback on improving this process from respective personnel or

workers. Comparison of pre and post training behavioural patterns are quite

effective.

Interventions/ Techniques of OD

Some of them are mentioned below with explanations: Sensitivity Training. Intergroup Development. Process consultation. Team Building. Survey Feedback Approach. Appreciative Inquiry (AI).

Appreciative Inquiry (Interventions/ Techniques of OD) Most OD approaches are problem centered. They identify a problem or

set of problems, then look for a solution. Appreciative inquiry (AI) instead accentuates the positive. The AI process consists of four steps—discovery, dreaming, design, and

discovery—often played out in a large-group meeting over a 2- or 3-day time period and overseen by a trained change agent.

Benefits of Organisational Development

Provides opportunities for people to function as human beings than mere resources in the production process.

Gives each member a chance to develop his full potential. Seeks to make the organisation more effective in meeting its goals. Tries to create an environment in which exciting and challenging work

can be found. Reduces cost by minimising employee turnover and absenteeism. Increased profit. Continuous improvement.

Limitations for Organisational Development

OD is based on behavioural science concepts. These concepts could be wrong.

Requires the use of certain diligent and highly motivated persons, who can take initiative to bring about change But in organisation, people are, generally, complacent who are not willing to make the required efforts and they are not helpful in implementing OD.

Can’t be applied without giving due consideration and circumstances existing within the organisation.

Never becomes effective if the employees and management tends to remain the same even after proper training.