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    Organisation Development

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    Daliya Manuel
    Organization development (OD) is a planned process used to improve organizational effectiveness and employee well-being. It involves conscious interventions in organizational processes and structures to enhance the human aspects of the organization. The typical OD process involves problem identification, data collection, diagnosis, planning and implementation, and evaluation and feedback. OD is aimed at long-term, organization-wide change rather than short-term individual changes. It uses behavioral science knowledge and respects all individuals. An organization may use OD to develop strategies, manage conflicts, improve operations, create collaborative environments, or provide performance feedback.

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    Organisation Development

    Uploaded by

    Daliya Manuel
    31 views14 pages
    Organization development (OD) is a planned process used to improve organizational effectiveness and employee well-being. It involves conscious interventions in organizational processes and structures to enhance the human aspects of the organization. The typical OD process involves problem identification, data collection, diagnosis, planning and implementation, and evaluation and feedback. OD is aimed at long-term, organization-wide change rather than short-term individual changes. It uses behavioral science knowledge and respects all individuals. An organization may use OD to develop strategies, manage conflicts, improve operations, create collaborative environments, or provide performance feedback.

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    OD

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    OD

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    Organization development (OD) is a planned process used to improve organizational effectiveness and employee well-being. It involves conscious interventions in organizational processes and structures to enhance the human aspects of the organization. The typical OD process involves problem identification, data collection, diagnosis, planning and implementation, and evaluation and feedback. OD is aimed at long-term, organization-wide change rather than short-term individual changes. It uses behavioral science knowledge and respects all individuals. An organization may use OD to develop strategies, manage conflicts, improve operations, create collaborative environments, or provide performance feedback.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    31 views14 pages

    Organisation Development

    Uploaded by

    Daliya Manuel
    Organization development (OD) is a planned process used to improve organizational effectiveness and employee well-being. It involves conscious interventions in organizational processes and structures to enhance the human aspects of the organization. The typical OD process involves problem identification, data collection, diagnosis, planning and implementation, and evaluation and feedback. OD is aimed at long-term, organization-wide change rather than short-term individual changes. It uses behavioral science knowledge and respects all individuals. An organization may use OD to develop strategies, manage conflicts, improve operations, create collaborative environments, or provide performance feedback.

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    © All Rights Reserved
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    of 14

    ORGANISATION DEVELOPMENT

    CONTENT
    TOPIC
    What is Organisation
    What is organisation development
    Process of OD
    Principles of OD
    When and why should organisation use OD

    ORGANISATION
    Organisation is a structure managed by a group of
    individual who are working together towards a common
    goal
    Organising
    Organising can be defined as the process of identifying
    and grouping work to be performed, defining and
    delegating responsibility and authority and establishing
    relation for the purpose of enabling people to work
    efficiently together in accomplishing objectives.

    ORGANISATION DEVELOPMENT
    Organization development is a collection of change
    methods that try to improve organisational effectiveness
    and employee well-being
    Organization development is a process for understanding
    and improving any and all substantive process an
    organization may develop for performing any task and
    pursuing any objectives

    CONTD....
    OD is to know what it is not:
    OD is not a micro approach to change: Management
    development. For example. It is aimed at changing. Individual
    behaviour. Where as OD is used on the macro goal of developing
    an organisation-wide improvement in manageable.
    OD is more than any single technique: whereas OD consultants
    use many differing techniques. Such as total quality management or job
    enrichment. No single technique represents the OD discipline.

    PROCESS OF OD
    Organization Development(OD) is a planned approach to
    improve employee and organizational effectiveness by
    conscious interventions in those processes and structures
    that have an immediate bearing on the human aspects of
    the organization
    A normal OD process can be phased in following manner:

    PROBLEM IDENTIFICATION

    DATA COLLECTION

    DIAGNOSIS

    PLANNING AND
    IMPLEMENTATION

    EVALUATION AND FEEDBACK

    CONTD...
    PROBLEM IDENTIFICATION: The first step in OD process involves understanding and
    identification of the existing and potential problems in the organization. The awareness of the
    problem includes knowledge of the possible organizational problems of growth, human
    satisfaction, the usage of human resource and organizational effectiveness.

    DATA COLLECTION: Having understood the exact problem in this phase, the relevant data is
    collected through personal interviews, observations and questionnaires

    DIAGNOSIS: OD efforts begin with diagnosis of the current situation. Usually, it is not limited to
    a single problem. Rather a number of factors like attitudes, assumption, available resources and
    management practice are taken into account in this phase. There are four steps in organizational
    diagnosis:

    CONTD..
    Structural analysis
    Process analysis
    Function analysis
    Domain analysis
    PLANNING AND IMPLEMENTATION: After diagnosing the problem, the next phase of OD,
    with the OD interventions, involves the planning and implementation part of the change process.

    EVALUATION AND FEEDBACK : Any OD activity is incomplete without proper feedback.


    Feedback is a process of relaying evaluations to the client group by means of specific report or
    interaction.

    PRINCIPLES OF OD
    OD is a planned and systemic change effort using organization theory and behavioural science,
    knowledge and skills to help the organization or a unit within an organization become more vital
    and sustainable
    Value-Based(key values include)

    Respect: To equally value the perspectives and opinions of everyone


    Collaboration: To build win-win relationships in the organization
    Self-awareness: Committed to developing self-awareness and inter-personal skills within the
    organization

    Empowerment: Focus on helping everyone in the client organization increase their individual
    level and courage in order to enhance productivity and elevate employee morale.

    IS OD THE SAME AS CHANGE MANAGEMENT

    There are times in the life of an organisation where dramatic change is needed- change that does not and
    cannot rely on the use of OD
    The marketplace sometimes requires that an organisation take swift and unplanned actions in order to
    survive
    Although all of theses changes may be absolutely necessary for the survival of the organisation, they do not
    necessarily follow the OD processes, principles or values.
    In essence, they argued that there is E change(economic value) and O change (Organisations human
    capability) one of which is planned and follow OD principles(O), while the other (E) is market driven and
    does not follow OD principles, both can be included in what many people call change management. So, it is
    a mistake to equate OD with change management.
    The business benefits when both types of change are affirmed within the organisation

    WHEN AND WHY SHOULD AN ORGANIZATION USE OD


    It might be used in any of the following situation:
    To develop or enhance the organizations mission statement or vision statement for what it wants to be

    To create strategic plan for how the organization is going to make decisions about its future and achieving
    that future.
    To manage conflict that exists among individuals, groups, functions, sites, and so on, when such conflict
    disrupt the ability of the organisation to function in a healthy way

    To put in place processes that will help improve the ongoing operations of the organization on a
    continuous basis

    To create a collaborative environment that helps the organization be more effective and efficient

    To create reward systems that are compatible with the goals of the organization

    CONTD..
    To assist in the development of policies and procedures that will improve the ongoing operation of
    the organisation

    To assess the working environment, to identify strengths on which to build and areas in which
    change and improvement are needed.

    To assist in creating systems for providing feedback on individual performance and, on occasion,
    conducting studies to give individuals feedback and coaching to help them in their individual
    development

    THANKYOU

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