According to Cummings and Worley,
"Organization development is a system-wide application of behavioral
science knowledge to the planned development and reinforcement
of organizational strategies, structures, and processes for improving
an organization's effectiveness.“
According to Koonz et. al, “OD is a systematic integrated and planned
approach to improve the effectiveness of the enterprise. It is
designed to solve problems that adversely affect the operational
efficiency at all levels”.
1)Focus on the whole organisation :
OD Focuses on the organisation as a whole so that it can respond to
change effectively.
2. System orientation :
It focuses on all the parts of the organisation as they affect each
other. Emphasis on how parts relate, not on the parts themselves.
3. Use of a change agent:
Change agent are the people whose role is to stimulate and
coordinate change. They may be internal or external.
4. Problem Solving :
OD emphasis on problem solving rather than discussing it theoretically
5.Learning by experience :
In OD programmes participants learn by experiencing in the training
environment the kinds of human problems they face on the job
6)Group Process :
OD relies on the group process like group discussion, inter group
conflicts and process of cooperation.
7. Feedback :
Feedback encourages participants to understand a situation and
take self correcting action.
8. Contingency Orientation :
OD is usually said to be situational and contingency oriented. OD is
flexible and pragmatic, adapting actions to fit particular needs.
9. Team Building :
General goal of OD is to build team work throughout the process.
1)To improve the ability of the organization to plan and manage
changes through a transparent, effective and honest process
2) To identify and allocate the precious resources of the organization in
the most productive manner
3) To improve the organizational and individual efficiency for effective
accomplishment of organization goals through planned
interventions
4) To achieve improved efficiency in the team building process through
better communication and group dynamics
5) To develop efficient leadership styles and better decision making
processes that best suit the organization in the changing
environment
6) To obtain the employees trust cooperation and commitment by
helping them effectively in skill acquistion and career development
activitites through training and development process
7) To restructure the organizational missions, objectives and tasks in a
judicious and well timed manner by continuously observing the
the development in the external environment
8) To identify and resolve the potential conflicts among individuals
through effective conflict management process
9)To ensure the long term growth and health of the organization by
ensuring a better alignment between the organizational objectives
and requirements on the own hand, and the employees career
goals and aspirations and the societal requirements of the other
10) To achieve increased collaboration among the different units and
divisions in the organization by reducing competition among these
inter dependent units
11) To improve the job satisfaction of the employees
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
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 follow up.
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.
9)Evaluations and follow Up:
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.
OD intervention techniques can be classified in various categories which are as
follows:
1)Behavioural Techniques:
a. Sensitivity Training:
It is also known as laboratory training. The aim of sensitivity training is to help
people understand each other and gain insight so that they feel free and
become fearless.
Under this technique the different groups of employees are allowed to mix
up with each other and communicate freely and build up interpersonal
relationship. They learn the reflection of their behaviour and try to improve
it.
It builds up openness, improves listening skills, tolerate individual differences
and the art of resolving conflicts. It helps in reducing interpersonal conflicts
in the organisation.
b. Management by Objectives (MBO):
MBO is, “a system wherein superior and subordinate managers of an
organisation jointly identify its common aims, define each individual’s major
areas of responsibility in terms of the results expected of him and use these
measures as guides for operating the unit, assessing the contribution
benefits of its members.”.Performance of the managers is measured against
the specific objectives. It is result oriented technique.
C) Grid Development:
The concept of managerial grid identifies two major dimensions of
management behavior. They are people oriented and production
oriented behaviors. Attempts are made to pay increased attention
to both the variables. Some managers are high in concern for
productivity but low in concern for people. Beside helping
managers evaluate their concern for people and productivity, the
Managerial grid stresses the importance of developing a team
management leadership style.
2)Non Behavioural Techniques:
a)Change in Organization Structure:
The organization’s structure may be changed to make it more
efficient by redefining the flow of authority. There can also be
changes in functional responsibility such as a move from product to
matrix organizational structure
b) Work Design;
Work design is a broad term which means the process of defining tasks
And jobs to achieve both organizational and employee
goals. It must therefore take in to account the nature of
the business , the organization structure, the information
flow and decision processes, the differences among
employees, and the reward system. Within the broad
scope of work design is the design of individual jobs that
is job design
c) Job Enrichment:
Job enrichment implies increasing the contents of a job or
the deliberate upgrading of responsibility, scope and
challenge in work. Job enrichment is a motivated
technique which emphasizes the need for challenging
and interesting work
3) Miscellaneous Techniques:
a) Survey Feedback:
The wide range of data is collected regarding working conditions,
quality of work, working hours, wages and salaries, attitude of
employees relating to above from the employees . These data are
then analyzed by the team of managers. They find out the problem,
evaluate the results and find out solutions. Managers conduct
meetings with their subordinates and discuss the information, allow
subordinates to interpret the data. After this plans are prepared for
making necessary changes.
b)Team Building:
This method is specifically designed to make improvement in the
ability of employees and motivating them to work together. This
method of team building is used because people in general do not
open up their mind and not honest to their fellows. As they does not
mix up openly and fail to express their views to the peers and
superiors. This technique helps them express their views and see how
others interpret their views. It increases the sensitivity to others’
behaviour. They learn many aspects of interpersonal behaviour and
interactions.
c) Process Consultation:
Under this technique the consultant or expert provides necessary
guidance or advice as to how the participant can solve his own
problem. Here the consultant makes correct diagnosis of the
problem and then guides the participants.
Process consultation technique is developed to find solutions to
the important problems faced by the organization such as decision
making and problem solving, communication, functional role of
group members, leadership qualities. Consultant is an expert outside
the organization.