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Organizational Development Process

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Organizational Development Process

Uploaded by

saurabh31mishraabhi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Topic:

Organizational Development
Process: 7 Steps

MBA IV HR
This document throws light on the seven major steps
in the organisational development process, i.e, (1)
Initial Diagnosis, (2) Data Collection, (3) Data Feed

Back, (4) Planning Strategy, (5) Intervention, (6)


Team Building, and (7) Evaluation.

1. Initial Diagnosis of the Problem:


In the first step, the management should try to find out an
overall view of the situation to find the real problem. Top
management should meet the consultants and the experts
to determine the type of programme that is needed. In the
first stage only, the consultants will meet various persons
in the organisation and interview them to collect some
information.
2. Data Collection:
In this stage, the consultant will make the surveys to
determine the climate of the organisation and the
behavioural problems of the employees.

The consultant will meet groups of people away from


their work environment to get some answers to the
questions such as:

(i) What specific job conditions contribute most to their job


effectiveness?

(ii) What kind of conditions interferes with their job


effectiveness?

(iii) What changes would they like to make in the working


of the organisation?

3. Data Feedback and Confrontation:

The data which has been collected in the second step will
be given to the work groups, who will be assigned the job
of reviewing the data. Any areas of disagreement will be
mediated among themselves only and priorities will be
established for change.

4. Planning Strategy for Change:


In this stage, the consultant will suggest the strategy for
change. He will attempt to transform diagnosis of the
problem into a proper action plan involving the overall
goals for change, determination of basic approach for
attaining these goals and the sequence of detailed scheme
for implementing the approach.

5. Intervening in the System:

Intervening in the system refers to the planned


programmed activities during the course of an OD
programme. These planned activities bring certain
changes in the system, which is the basic objective of OD.
There may be various methods through which external
consultant intervene in the system such as education and
laboratory training, process consultation, team
development etc.

6. Team Building:

During the entire process, the consultant encourages the


groups to examine how they work together. The consultant
will educate them about the value of free communication
and trust as essentials for group functioning. The
consultant can have team managers and their
subordinates to work together as a team in OD sessions to
further encourage team building. Following the
development of small groups, there may be development
among larger groups comprising several teams.
7. Evaluation:

OD is a very long process. So there is a great need for


careful monitoring to get precise feedback regarding what
is going on after the OD programme starts. This will help
in making suitable modifications whenever necessary. For
evaluation of OD programme, the use of critique sessions,
appraisal of change efforts and comparison of pre and post
training behavioural patterns are quite effective.

The steps in OD are part of a whole process, so all of them


need to be applied if a firm expects to get the full benefits
of OD. An organisation which applies only a few steps and
leaves the others will be disappointed with the results.

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