Organizational Development (OD)

Organizational Development is a long term effort to improve the organization’s problem solving and renewal processes, particularly through more effective and collaborative management of organizational culture, often with the assistance of a change agent or consultant using theories, technology of applied behavioral sciences.

The soul purpose of OD is a systematic approach focused on the improvement of organizational processes to achieve optimum productivity through effectiveness and efficiency.

The Organizational Development Process

Stage 1 Diagnostic phase

Stage 2 Intervention / Action planning

Stage 3 Stabilization process

Stage 1

Diagnostic phase

This stage involves understanding and the identification of existing and potential problems in the organization.

Data Collection: Having understood the problem, the relevant data is collected through personal interviews, observations and questionnaires.

Situational Analysis: OD efforts begin with the diagnosis of the current situation. Therefore there maybe a number of factors that may cause situational consequences, such as attitudes, assumptions, available resources, and management practices.

The organizational diagnosis model

Structural analysis – Determines how different parts of the organization are functioning in terms of set objectives.

Process analysis – This implies to the manner in which events take place in sequence. Such as patterns of decision making, communication, group dynamics and conflict resolution.

Function analysis – This includes the strategic variables, performance variables, results, achievements, and end outcomes.

Domain analysis – This refers to the area of the organization of which is being diagnosed.

Stage 2

Intervention / Action planning

This is when, after verifying and accurately diagnosing the problem, proper plans have to be drawn in order to counter said problems.

This stage consists of such action planning and implementing these plans in order to improve the overall productivity of and organization and enable it to achieve its strategic objectives.

Stage 3

Stabilization process

This process depicts the evaluation and feedback of the second stage. Any OD action is not complete without a proper feedback system. This is inclusive of relaying feedback and evaluations to clientele groups by means of reports and or interaction.

OD Intervention Methods

There are mainly four OD interventions methods and they are:

Human Process Interventions

• Coaching
• Training and Development
• Process consultation and team building
• Conflict Resolution
• Organizational confrontational meetings
• Inter-group relationships

Techno-structural Interventions

• Structural design
• Downsizing
• Reengineering
• Employee involvement
• Work design

Human Resource Management Interventions

• Goal setting
• Performance appraisals
• Reward systems
• Career planning and Development
• Managing work force diversity
• Managing employee stress and wellness

Strategic Interventions

• Integrated strategic change
• Mergers and Acquisitions
•  Alliances and Networks
• Culture change
• Organizational learning and knowledge management

• HRM
• Human Resource Management
• interventions
• management
• Organizational Development