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Organizational development (OD) is a systematic approach aimed at improving a company's effectiveness through planned change, utilizing behavioral science and collaborative efforts. It requires top management support and focuses on diagnosing issues, enhancing processes, and fostering a culture that embraces change. The ultimate goal of OD is to align organizational practices with the company's vision and mission, ensuring adaptability in a dynamic environment.

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2 views3 pages

org dev

Organizational development (OD) is a systematic approach aimed at improving a company's effectiveness through planned change, utilizing behavioral science and collaborative efforts. It requires top management support and focuses on diagnosing issues, enhancing processes, and fostering a culture that embraces change. The ultimate goal of OD is to align organizational practices with the company's vision and mission, ensuring adaptability in a dynamic environment.

Uploaded by

nurampuan1
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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organizational development entails the utilization of new and innovative procedures,

methods, and approaches to handle specific change factors. The concept is defined as

follows:

1.

Becknard (1969) views OD as the top management's deliberate change strategY

comprislng ne entire organization usina interventions anchored on behavioral

knowledge to improve company effectiveness.

2.

Bennis (1969) considers OD as an intricate learning scheme designed tO moany

the beliets, outioOks, and makeup of the organization so that it can deal with various

tvpes of markets, products, technologies, and challenges better.

3.

Burke and Hornstein (1972) define OD as a method of deliberate change. This

involves applyıng a shift in the culture of a firm from one that avoids a revieW of social

processes to one that institutionalizes and legitimizes that review.

Burke (1994) regards OD as an intentional method of transformation in a firm's

culture by utilizing technology, research, and behavioral science theory.

From the various definitions presented, it can be inferred that organizational

French and Bell (1999) reiterate that OD is a long-term effort designed to improve

the company's capability to solve problems and recalibrate prOcesses through the

collaboration of work teams as guided by the change agent.

development encompasses the following attributes:

Cummings and Norley (2019) define OD as an organization-wide application of

behavioral knowledge and practices to strengthen the firm's structures, processes, and

methods to attain greater effectiveness in its operations.


OD involves planned change. OD is a systemic and systematic diagnosis of

an organization. The goal is to develop a technique to bring about planned

improvements in the various aspects of the organization's operations.

OD entails total system effort. This means that OD is aligned to the overall

of the organization to manage change in a holistic manner rather than based on

goal

fragmented efforts.

OD leads to improved organizational effectiveness. OD will enhance the firm's

ability to adapt to change and invigorate companies amidst the challenges

Occurring in the environment.

OD calls for the application of behavioral science knowledge. OD emphasizes

the Importance of understanding people's attitudes, beliefs, and feelings in

developing new methods of improving performance, teamwork, communication

and collaboration.

5.

6.

7.

8.

9.

OD requires the support of top management. OD is most effective when s

top management gives its support and approval in the implementation of the

process. Though OD can be implemented across various levels functional

and
the

units of the company, without the backing of the managers and executives ih:.

it is

unlikely to succeed.

OD encompasses problem-solving and a renewal process. OD implies diagnosie

of issues confronting organizations and finding feasible solutions to attain self.

managed development and growth.

OD relies on an educational strategy. This means that OD focuses on the human

factor to effect planned changes through data feedback, sensitivity training,

and the like.

OD implies collaborative relationships. OD entails collective effort and

conštant communication among various internal and external stakeholders of

the organization to implement meaningful changes in the firm.

OD is related to the company's vision and mission. Vision is the statement of

the desired future of the firm. Mission is the expression of the organization's

reason for being. Shared vision and mission provide the boundaries within

which action and decision-making take place. They serve as organizational

anchors that keep the firm stable amid an ever-changing environment. O0s

planned changes are always aligned to these two concepts.

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