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organisational development

organisational development






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    organisational development organisational development Presentation Transcript

    • ORGANISATIONAL DEVELOPMENT The term organisational development was coined and used by Richard Beckhard in the mid 1950s as a response to the need for integrating organizational needs with individual needs.
    • DEFINITION Organisational development consists of planned effectto help persons and work to live together moreeffectively over a time in their organization.
    • CHARACTERISTICS 1.Organisational Development is an educational strategythat attempts to bring about a planned change.2. Organisational Development relates to realorganisational problems instead of hypothetical cases.3. Organisational Development uses sensitivity trainingmethods and lay emphasis on the significance ofexperiment based training.4. Its change agents are almost external consultants outsideof the organisation.
    • 3. Organisational Development uses sensitivitytraining methods and lay emphasis on the significanceof experiment based training.4. Its change agents are almost external consultantsoutside of the organisation.
    • OBJECTIVES Making individuals in the organization aware of the vision of the organization. Encouraging employees to solve problems instead of avoiding them. Strengthening inter-personnel trust, cooperation, and communication for the successful achievement of organizational goals.
    •  Encourage every individual to participate in the process of planning, thus making them feel responsible for the implementation of the plan. Creating a work atmosphere in which employees are encouraged to work and participate enthusiastically. Replacing formal lines of authority with personal knowledge and skill.
    • PROCESS OF ORGANISATIONAL DEVELOPMENT 1)Initial Diagnosis: The initial diagnosis refers to finding theinadequacies within the organisation that can be corrected byOD activities . The outside consultants can be also employedto help in diagnosing the problems and diagnosing ODactivities. 2) Data Collection: The survey method is employed to collectthe data for determining organizational climate. It also helpsin identifying the behavioural problems that are rising in theorganisation. 3)Data Feedback: The collected data are analyzed andreviewed by various work groups that are formed for thispurpose.
    • 4) Selection of Interventions: The interventions can bedescribed as the planned activities that are introduced intothe system to achieve desired changes and improvements.The suitable interventions are to be selected and designedat this stage. 5) Implementation of Interventions: The selectedintervention should be implemented progressively as theprocess is not a one shot, quick cure for organisationalproblems. 6) Action Planning and Problem Solving: To solve thespecific and identified problems by using the collecteddata, groups prepare recommendations and specific actionplanning.
    • . 7) Team Building: The consultants explain the advantages of the teams in OD process and encourage the employees throughout the process to form into groups and teams. 8) Inter-group Development: After the formation of groups/teams, the consultants encourage the inter-group meetings, interaction etc. 9) Evaluation and follow up: The organisation should evaluate the OD programmes and should find out their utility, and develop the programmes further for correcting the deviations