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Organisation Development

Organization development (OD) is defined as a planned process using behavioral science to improve an organization's ability to change and solve problems. It aims to align organizational culture, processes, strategy, and structure. OD seeks to make organizations more effective by developing human and social relationships. It is a long-term effort focused on improving problem-solving and renewal through collaborative management of culture and the effective use of teams.

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677 views

Organisation Development

Organization development (OD) is defined as a planned process using behavioral science to improve an organization's ability to change and solve problems. It aims to align organizational culture, processes, strategy, and structure. OD seeks to make organizations more effective by developing human and social relationships. It is a long-term effort focused on improving problem-solving and renewal through collaborative management of culture and the effective use of teams.

Uploaded by

angelhere
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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ORGANISATION DEVELOPMENT

Definitions:
Organization development (OD) is a response to change,
a complex educational strategy intended to change the
beliefs, attitudes, values and structure of organization so
that they can better adapt to new technologies, markets,
and challenges and dizzying rate of change ‘itself’.
(Bennis 1969)
Organization development (OD) can be defined as a
planned and sustained effort to apply behavioral science for
system improvement, using reflexive, self analytic methods.
(Schmuck and Miles, 1971)
ORGANISATION DEVELOPMENT
Organization development (OD) is a process of planned
change of an organizations culture from one which avoids
an examination of social processes (especially decision-
making, planning and communication) to one which
institutionalizes and legitimizes this examination.
(Burke and Hornstein, 1972)
Recent definitions of Organization development (OD): [The
aims of OD are]….(1) enhancing congruence between
organizational structure, processes, strategy, people and
culture; (2) developing new and creative organizational
solutions, and (3) developing the organizations self-
renewing capacity.
(Beer, 1980)
ORGANISATION DEVELOPMENT
Organization development (OD) is an organizational process for
understanding and improving any and all substantive processes
an organization may develop for performing any task and
pursuing any objectives. ….. “A process for improving processes”
– that is what organization development has basically sought to
be for approximately 25 years.
(Vaill, 1989)
Organization development (OD) is a long-range effort to improve
an organizations problem solving and renewal process,
particularly through a more effective and collaborative
management of organization culture with special emphasis on the
culture of formal work-teams with assistance of a change agent,
or catalyst and the use of theory and technology of applied
behaviour science, including action research.
(French and Bell)
ORGANISATION DEVELOPMENT
Summarizing the above definition Black & Marguiles suggest
the following elements make up the modern organization
development approach to the management of change: -
1. The OD approach to change is planned.
2. It is system-wide or at least takes a system
perspective.
3. It is designed to improve the organization in both the
short & long terms.
4. The OD approach to change is aimed primarily at
organizational process rather than substantive content.
5. It is designed to solve problems.
6. It is focused primarily on human and social
relationship.
ORGANISATION DEVELOPMENT

Underlying Values:

1. Respect for People


2. Trust & Support
3. Power Equalization
4. Confrontation
5. Participation
ORGANISATION DEVELOPMENT

Steps in OD: Lawrence and Lorsch have provided 5 steps

1. Diagnosis of the problem


2. Planning Strategy for Change
3. Preparation of Change Agents
4. Implementing the Change
5. Evaluation
ORGANISATION DEVELOPMENT
OD Intervention Techniques:
1. Behavioural Techniques: These techniques are
designed to affect the behaviour of individuals and
groups. These include:
i) Sensitivity training
ii) Management by objectives
iii) Grid training and development.

2. Non-Behavioural Techniques: These techniques are


much more structured than the behavioural techniques.
These include:
iv) Change in organization structure
v) Work design
vi) Job enrichment
ORGANISATION DEVELOPMENT
OD Intervention Techniques:

3. Miscellaneous Techniques:
vii) Survey feed back
viii) Process Consultation
ix) Team Buildings.
ORGANISATION DEVELOPMENT
Benefits of Organization Development (OD):
.

Margulies and Raia have given following benefits of OD:


• Provides opportunities for people to function as human
beings rather than resources in productive process.
• Gives each member of the organization opportunities to
develop to his full potential.
• Seeks to make the organization more effective in
meeting all its goals.
• Tries to create an environment in which exciting and
challenging work can be found.
ORGANISATION DEVELOPMENT

Benefits of Organization Development (OD):


.

5. Gives people in organizations chance is influence how


they relate to work the organization and the work
environment.
6. Treats each human being as a person with a complex set
of needs, all of which are important in his work and life.
ORGANISATION DEVELOPMENT

Limitations:
.

• OD is heavily based on behavioural science concepts.


Behavioural science have many limitations which are
applicable to OD also.
• OD requires use of certain persons who can take
initiative to bring about change complacent people
cannot be helpful in implementing OD.
• The local circumstances may pose a problem in
adapting change, (situation based).

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