What is Organizational development..? What is OD Process..? Characteristic of Organizational development

Introduction of Organizational development, Definition of Organizational development, Nature Of Organizational development, Characteristic of Organizational development, Objective of Organizational development, Assumption of Organizational development, Process

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Introduction
Organizational Development (OD) is a field of research, theory, and practice dedicated to
expanding the knowledge and effectiveness of people to accomplish more successful
organizational change and performance.
OD is a process of continuous diagnosis, action planning, implementation and evaluation,
with the goal of transferring knowledge and skills to organizations to improve their
capacity for solving problems and managing future change.

Definition of Organization Development

Organization Development (OD) concerns system wide planned change, uses behavioral
science knowledge, targets human and social process of organizations, and intends to
build the capacity to adapt and renew organizations
-Cummings & Worley, 2001

OD is a long range effort to improve an organization's problem solving and renewal
process, particularly through a more effective and collaborative management of
organizational culture with special emphasis on the culture of formal work teams with the
assistance of a change agent or catalyst, and the use of the theory and technology of
applied behavioral science including action research.


What is OD? (Organization Development)

The “O” is about organizations (systems) of all kinds; the units throughout society that
are human organizations existing to accomplish some purpose,
The “D” is about change & improvement; growing towards something, getting better at
one’s mission, improving how work gets done & people live their lives.

OD is...

• A mindset (way of seeing the organization world)
• A set of value-based perspectives
• A philosophy of organizing, managing and changing organizations that
include the human element.
• An integration, across disciplines, of theories, concepts and methods, for
understanding & changing human systems (anthropology, psychology,
sociology, behavioral science)
• A field of study & practice

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Nature of Organizational Development
In 1960’s the concept ‘Organization Development’ was first coined as the area of study
in business discipline. It is a long term process. Organization development is a systematic
process. Through this process both human and non-human aspects are supposed to be
improving. Every organization contains supra system under the total system. Sometimes
it faces external and internal influences. Organization involves people, machineries,
methods work, relationships, and coordination so on. These are all every changing. These
components do not remain unchanged for a long time. Human qualities need to be
developed, machineries become obsolete, methods of work is changeable, relationship
among the people in either improving or in some cases hampering due to the expiry of
time.
To adjust with these changes organization has to undertake some measures. These
measures may be termed as organization development. Organization development is an
ongoing, systematic and continuous process. This process is initiated to implement any
sort of change in the organization. If the changes take place with preplanned goal,
positive intention and in a scientific mood it may be hope that organization development
will be ensured. It is interdisciplinary in nature and draws on sociology, psychology and
theories of motivation, learning and personality. Organization development is a growing
field that is responsive to many news approaches.


Meaning:
Different people have defined Organizational Development (OD) differently. According
to Koonz et. al, “OD is a systematic integrated and planned approach to improve the
effectiveness of the enterprise. It is designed to solve problems that adversely affect the
operational efficiency at all levels”.
Burke’ has defined OD as “a planned process of change in an organization’s culture
through the utilization of behavioral science technology, research and theory”.
In the opinion of French and Bell “OD is a systematic approach to organizational
improvement, that applies behavioral science theory and research in order to increase
individual and organizational well-being and effectiveness”.
Now, OD can be defined as a long-term, more encompassing change approach meant to
improve individual as well as organizational well-being in a changed situation”.

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Characteristics of organization development
1. Focus on culture and process: Organization development on culture and process
of proper and organization on following suitable and positive culture level and
process success organization development program de pend.

2. Collaboration: Organization development encourages heartfelt collaboration
between managers and employees and members managing culture and processes.



3. Accomplishment of tasks: Various kinds of teams and groups play important
roles for accomplishment of organization development activities. Thus targets can
also be achieved.

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4. Human and social sides: Organization development focuses on both human and
social sides. By doing so, it intervenes in the technological and structural sides
also.

5. Participation: Participation and involvement of managers and players can make
the organization development process a success. It helps to exchange views and
ideal related to organization development.

6. System change: Organization development focuses on total system change.
Because every change is inevitable for the success of any development program.

7. Facilitation: There are three parties to organization development process. They
are facilitators, collaborators and co-learners in the client system. Cooperation of
all these parties can help the organization to deve lop.

8. Over arching goals: An overarching goal of the organization is to make the
client system able to solve its problems. It is done by teaching the skills and
knowledge on continuous learning through self analytical methods.

9. Action research model: Organization development activities are undertaken
following the conclusions and recommendations of action research members
related to client system.

10. Developmental view: Organization development takes a developmental view for
the betterment of both process and organization. Another practice in organization
development programs is to create win-win solutions.
The above points mainly characterize the organization development. This does not mean
that there may not be other characteristics of organization development.

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Objectives of Organization Development:

As objectives of organization development are framed keeping in view specific
situations, they vary from one situation to another, In other words, these programs are
tailored to meet the requirements of particular situation. But broadly specking all
organization development programs try to attain the objectives which are briefly
discussed below:
1. To apply behavioral science theories: The first objective of organization
development is to apply some behavioral science theories in the organization. By
applying these theories organization development practices hope for development.

2. To improve organizational performance: Another objective of organization
development is to improve the overall performance of organization. Thus
organization can be established as one of the important institutions in human
history.

3. To ensure proper use of individual efforts: Individual performance should be
improved. This is possible by using individual efforts properly. Organization
development ensures proper use of human efforts and commitment.

4. To create awareness: Organization development crates awareness among the
people working in the enterprise. They feel the need for change in comparison
with other organizations.

5. To encourage people to solve problems: Every organization has many
problems and challenges. Organization development encourages people to solve
these problems and face challenges at present and f uture.

6. To establish and maintain interpersonal relations: Organization development
activities may be implemented with a view to establishing and at the same time
maintains interpersonal relations among the people of the organization. This can
insure continuous growth.

7. To create & maintain work environment: Working environment must be
favorable in the organization. Organization development practitioner’s to create
favorable working environment and maintain the same for smooth functioning in
future.

8. To increase knowledge & skills: Knowledge on latest methods and skills can
streamline the growth of any organization. Organization development intends to
increase the knowledge and skill levels through tra ining.

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9. To minimize resistance to change: In most of the cases, every change is resisted,
it hampers goal achievement. Organization development helps minimize the
resistance to change in a positive mood so that management becomes more alert.

10. To create job satisfaction: Job satisfaction encourages the people to work hard
with joy. Organization development creates job satisfaction of employees who are
involved in organization development activities.

11. To increase motivation level: Motivation creates interest for work among the
employees. Therefore another important objective of organization development is
to increase motivation.

12. To crate supportive values: Every organization and employee has some values
and norms. The values and norms can help the organization to uphold its own
culture. Organization development creates supportive suitable values and norms.

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Assumptions of organization development
There are some assumptions organization development (OD). These assumptions have
been classified basically into 3 (three) types first as follows:
1. Individuals assumptions
2. Groups assumptions
3. Organizations assumptions
Newstrom and Davis have pointed out some assumptions under each category. They are
as follows:
1. Individuals: Some assumptions which are related to different individuals are listed
below:
• People want to grow and nature
• Employees have much to offer (e.g.: energy and creativity) that is not how being
used at work.
• Most employees desire the opportunity to contribute they desire.

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2. Groups: Every group has many assumptions. In this para three assumptions have been
underlined.
• Groups and teams are critical to organizational success.
• Groups have been powerful influences on individual behavior.
• The complex roles to be played in groups require skill development.
3. Organization: A few assumptions are prevailing regarding organization also. These
are follows:
• Excessive controls, policies and rules and determined.
• Conflict can be functional if properly channeled.
• Individual and organizational goals can be compatible.

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Organization development process
Organization development (OD) is a complex and long process. Sometimes it takes a year
or more than a year to design, executes and gets end fruits. In some cases it can continue
indefinitely. Organization development process eaters to move the organization from
present position to better future position. The process consists of five steps. They are as
under:
1. Data collection: Surveys may be made to determine organizational climate and
behavioral problems. The consultant usually meets with groups away for work to develop
information from questions such as these:
• What kinds of conditions contribute most to your job effectiveness?
• What kinds of conditions interfere with your job effectiveness?
• What would you most like to change in the way this organization operates?
• The by-products of data collection include the identification of performance gaps
deficiencies in the way the organization operates and abseiling in the way the
organization operates and baseline information a portrait of the organizations
current level of operations for later comparison with the effects of OD efforts?
2. Data feedback and confrontation: Work groups are assigned to review the data
collected, to medicate areas of disagreement, and to establish priorities for change.

3. Action planning and problem solving: Groups use the data to develop specific
recommendations for change. Discussion focuses on actual problems in the organization.
Plans are specific, including who is responsible and when the action should be
completed.

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4. Use of intentions: Once the action planning is completed, the consultant helps the
participants select and use appropriate OD interventions, Depending on the nature of the
key problems; the intervention may focus on individuals, teams. Interdepartmental
relating or the total organization.
5. Evaluation and follow-up: The consultant helps the organization evaluate the results
of tits OD efforts and develop additional programs in areas where additional results are
needed.

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REFERENCES :

http://www.med.upenn.edu/hbhe4/part4-ch15-organizational-development-
theory.shtml

http://bankofinfo.com/characteristics-of-organization-development/

http://www.yourarticlelibrary.com/