ORGANIZATION DEVELOPMENT

INTRODUCTION
Organization development is an educational strategy, which focuses on the whole
culture of the organization in order to bring about planned change. It seeks to change belief,
attitudes, values and structures in facts, the entire culture.
Organization development may be defined as a technique for bringing change in the
entre aspects of the organization.
DEFINITION
“Organization development is a response to change, a complex educational strategy
intended to change, the belief and structure of organization so that they can better adopt to
new techniques, markets and challenges, (warren Bennis)
CHARACTERISTICS OF ORGANIZATION DEVELOPMENT
1. It focuses on a whole organization development
Organizational development on a whole organization or a major unit of it so that the
environment in the whole organization tends to reinforce the employee to learn whatever
the programme includes.
2. It is system oriented
It is system oriented. It is concerned with the interactions of the various parts of the
organization, which affect each other. Its main concern is how do all these parts work
together jointly in the best interest of the organization
3. It is action research
Organization development is action research. It works with the actual working
conditions existing on the job and has no consideration of artificial ones
4. It is uses the group processes rather than individual process
It makes sincere efforts to improve the group performance. There are group
discussion, intergroup conflicts, contraction and team building
5. It is situational and contingency oriented
As because people plan learn to develop their behavioral concept through experiences,
they can suggest various ways to salve a particular problem and to adopt any of them
most suited in the present situation considering all contingencies.
NEED FOR ORGANIZATION DEVELOPMENT
Following are the two reasons, which have given rise to the use of organization development
1. In modern organization, there is a need of change in the organization environment to
implement change. Training for change does not work properly only through reward
structure on the job.
2. The change today is extremely rapid only effective and efficient organizations can
adapt themselves to the changes and absorb the various shocks to survive and proper.
Organization development helps the organization to be receptive to changes. It is also
significant to note the organization development gives emphasis on rationality and
objectivity.
PROCESS INVOLVED IN ORGANIZATION DEVELOPMENT
Organization development is a continuous process. It takes at least one year to have a start
and may continue for inadequate long period

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 Initial consultation
Data collection
Data feed back and confrontation
Action planning and problem solving
Teambuilding or team formation
Inter-group development
Appraisal and follow up
Initial consultation
The first step in the organizational development process is to approach the
organizational development consultant to determine the type of OD programme to be
developed. At this point, the consultant may have consultations knowledge of imports
for this purpose he may interview such persons or he may adopt any other way to be
acquainted with the necessary information.
Data collection
The next step in the process is data collection the consultant meets various
groups away from the work place in order to determine the organizational climate and
behavioral problems faced by the organization. They gather information through
surveys and develop information through interview etc.
Data feed back and confrontation
Data, so collected are made known to work group, concerned and are asked to review
the data collected. They go through the data and locate the points of disagreement discuss
such points and take the decision and then suggest the priorities per changes.
Action planning and problem solving
Data are used by the group to suggest specific recommendations for change. They
discuss the problems faced by the organization and sketch specific plans including who is
responsible. For problems and their solutions and what action should be taken and at what
time.
Team building or team formation
During the whole process, group meeting are convene to discuss the programmed and
the consultant in the whole process encourage how work together as a group or as a team.
These are essential pre-requisites for improved group functioning.
Inter group development
With the development of natural team ( a manager and his sub ordinates) the larger
groups comprising several teams may be developed. In his way It will include the whole
organization.
Appraisal and follow-up:
The consultant farther helps the organization in making an appraisal of the
programme and find out the deficiencies if any, he can develop additional programmes in
areas where the original programme is felt ineffective, results are poor, and that requires
improvement. Thus consultant advise follow-up for better organization
STEPS ORGANIZATION DEVELOPMENT
Lawrence and lorsch have provided four steps in OD
1. Diagnosis of problem

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 OD programme starts with the identification of the problem in the
organization. Analysis of various symptoms may help in identifying the problem
diagnosis will give correct identification of the problem and its cause and determine
the nature of future action needed.
2. Planning strategy for change
OD practitioner, should 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
3. Implementing the change
The OD interventions are sets of structured activities in which selected organization
units, target groups engage with a task or a sequence of tasks where the task goals are
related directly or indirectly to organizational improvement planning and
implementation of change are interdependent. The way in which a change is planned
has an important impact on the way in which it is carried out; and conversely the
problems in implementing change have also an impact on the modification of change
plan
4. 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. Thus
will help in making suitable modifications whenever necessary.
BENEFITS OF ORGANIZATION DEVELOPMENT
Margulies and Ria have given the following benefits of organization development
1. Provide opportunities for people to function as human beings rather than mere
resources in the productive process
2. Gives each member of the organization opportunities to develop to his full goals
3. Seeks to make the organization in which exciting and challenging work can be found
4. Give people in organization the chance to influence how they relate to work, the
organization and the work environment
LIMITATION OF ORGANIZATIONS DEVELOPMENT
 Expensive and time consuming
 Gains after a long time
 No more powerful than behavioral sciences
 OD cannot be applied without giving due consideration to the local circumstances.
BIBLIOGRAPHY
i) Kootz Harlod (1993), “Essential of management”, 5th edition, published by
Gagan kapur page no 143 – 150
ii) Chhabara T.N (2003), “Principles and practice of management”, 8th edition,
published by dhanpal Ra page no 588 – 593