In this guide, we will look at what organization development is and its goals. We’ll explore common interventions that organizations use to improve their effectiveness through OD processes, such as strategic planning or training programs for employees who work in different departments across the company’s hierarchy.

1. Table of Contents
What Is Organizational Development?

Difference Between Organizational Development And Human Resources

Organization Development Interventions

1. Team Building Exercises

2. Change Management Programs

Change management programs typically involve four main phases:

3. Leadership Development Programs

4. Diversity And Inclusion Initiatives

Models Of Organizational Development

1. The 7-S Framework Model

Article
A Complete Guide to Employee and
Organizational Development
/ April 28, 2022 0 0
Posted By Ash Grover
☰

2. Hardly any organization today can operate without having some form of organizational
development. This is because it has become an integral part of most businesses, especially those
who want to survive and prosper through long-term growth potentials that are only possible
with strong teams behind them, but what exactly does this term mean?
The idea of organization development has been around for decades, and it’s time for you to
know what this term means. In this guide, we will look at what organization development is and
its goals.
We’ll explore common interventions that organizations use to improve their effectiveness
through OD processes, such as strategic planning or training programs for employees who work
in different departments across the company’s hierarchy.
Read on to nd more.
What Is Organizational Development?
2. The Kurt Lewin Change Model

3. The Tuckman Model

Closing Thoughts


3. Organizational development (OD) is the applies knowledge, skills, and experience to improve
an organization’s effectiveness. It is a holistic approach that helps organizations optimize their
performance by enhancing their ability to solve problems, design systems, and create cultures
that support employee growth and satisfaction.
The world of business is changing at an incredible pace. Organizations need to stay on top of the
latest trends and change with them to retain their employees and compete against new
competitors who always arise! Organizational development (OD) helps businesses do just that
by equipping staff members through education programs about how best to utilize resources
like technology tools available today, which increases communication between co-workers while
simultaneously improving product quality.
Difference Between Organizational Development
And Human Resources
The difference between human resource management and organizational development is like
night and day. The former takes a more holistic approach to change while the latter prioritizes
individuals’ needs rst, but there is some overlap because both deal with people in an
organization’s structure.
Human resource management is a function that focuses on managing an individual’s
employment. This includes everything from career planning and diversity orientations all the
way down to providing support for employees who need help adjusting to their job roles. It
focuses on managing one individual and their career development, which has a positive impact
on the overall growth of any organization.
On the other hand, Organization Development (OD) is all about making the workers of an
organization more productive. It works at different levels, from one-on-one interventions to job
enrichment programs that can help employees do their tasks better or even take over new
responsibilities within your company if they are ready for it.
The differences between human resource management and organizational development can be
dif cult to understand. In simple words, employee experience is improved through human
resource management, and in the long run, it bene ts the organization only. Employees should
be aligned with the company’s principles through organizational development.
————————————————————————————————————-
Also Read: Is It Ethical for Organizations to Monitor Employees?

4. ————————————————————————————————————-
Organization Development Interventions
OD interventions take many different forms, but all share a common goal: to improve the quality
of life in the workplace and help businesses become more pro table. Some of the most popular
interventions include:
1. Team Building Exercises
When it comes to team building, one of the most important things to keep in mind is that not all
team-building activities are created equal. There are two main types of team-building activities:
those that focus on improving task performance and those that focus on improving social
cohesion.
Task-focused activities are designed to improve the ef ciency with which a team works
together.
They typically involve exercises that help team members learn how to communicate better and
coordinate their efforts. Social cohesion–focused activities, on the other hand, are designed to
foster a sense of camaraderie and trust among team members. These activities often involve fun,
low-pressure activities that help people get to know each other better.

5. Which type of activity is right for your team will depend on your goals. If you’re looking to
improve the way your team works together on tasks, then a task-focused activity is likely the
way to go. If you’re more interested in building relationships and trust within the team, then a
social cohesion–focused activity is probably better.
2. Change Management Programs
Change management programs are especially important in today’s business environment. With
the ever-changing landscape of the global economy, businesses must be able to adapt quickly to
change. Change management programs help businesses do just that.
Change management programs typically involve four main phases:
1. Identifying the need for change: It is the rst step in any change management program
that can be done through various methods, including interviews, focus groups, surveys, and
data analysis. Once the need for change has been identi ed, it is time to develop a plan.
2. Planning phase of a change management program should include a clear understanding of
the goals of the change and a detailed plan for how those goals will be achieved. The plan
should also consider any potential obstacles that might be encountered during the
implementation phase.
3. Implementing the change: After the plan has been developed, it is time to implement the
change. This phase can often be the most challenging, as it requires employees to adapt to
new methods and processes. Change management programs typically include training and
support to help employees through this transition period.
4. Evaluating the results of the change: Finally, once the change has been implemented, it is
essential to evaluate the results. This helps businesses determine whether or not the
change was successful and identify any areas that may need improvement.
Try the best employee monitoring software to identify the latest changes and patterns in your
organizational development process.
3. Leadership Development Programs
Leadership development programs are among the most effective interventions for
Identifying the need for change

Planning the change

Implementing the change

Evaluating the results of the change


6. organizational development. They help businesses by providing employees with the skills they
need to be successful leaders. Such programs can be customized to meet the speci c needs of
the organization and the individuals involved.
Some of the bene ts of leadership development programs include:
It is vital to consider some key points while choosing any leadership development program:
4. Diversity And Inclusion Initiatives
Each company is not the same, so it’s essential to tailor interventions to the company’s speci c
needs. However, all interventions should aim to improve communication and collaboration
within the organization.
Diversity and inclusion initiatives are a crucial part of organizational development. By creating
a more diverse and inclusive workplace, businesses can become more innovative and pro table.
Additionally, these programs help employees feel valued and respected, enhancing their work
experience.
—————————————————————————————————————————————-
Also Read: 10 Reasons Why DEI in the Workplace is Essential for Progress in the Long Run
—————————————————————————————————————————————-
There are several ways to create a more diverse and inclusive workplace. Some common
strategies include:
Improved communication skills

Enhanced decision-making abilities

A greater understanding of company culture

Increased job satisfaction

Higher levels of employee engagement

It’s essential to select a program that is aligned with the company’s values.

The program should be tailored to the needs of the organization and the individuals involved.

The program should be offered by a reputable provider with a proven track record of
success.


7. strategies include:
By implementing these initiatives, businesses can become more pro table and innovative while
providing employees with a better work experience.
These are some examples of the types of interventions that an OD professional might use to
help an organization achieve its goals. The key is to select the right intervention for the speci c
situation and need.
Models Of Organizational Development
There are a variety of organizational development models that can be used to help
organizations achieve their diversity and inclusion objectives. Some of the most popular models
include:
1. The 7-S Framework Model
The 7-S Framework Model is a comprehensive organizational framework that can be used to
help businesses improve their overall performance. The model includes seven key elements:
Strengths, Weaknesses, Opportunities, Threats, Styles, Systems, and Skills. By having a closer
Hiring a more diverse workforce

Implementing unconscious bias training

Creating employee resource groups

Offering exible work arrangements

Providing unconscious bias training


8. look at each of these elements, businesses can identify areas where they need to improve.
1. The Strengths and Weaknesses portion of the 7-S Framework Model is about
understanding what your organization does well and where it may improve. This includes
looking at both internal and external factors. For example, an internal factor could be
something like your company’s sales process. Are your salespeople effectively closing
deals? External factors could include things like the overall economic climate or the
competitive landscape.
1. The Opportunities and Threats portion of the 7-S Framework Model helps businesses
identify areas where they can grow or where they may be at risk. For example, an
opportunity could be entering a new market or launching a new product. A threat could be
a competitor who is gaining market share.
1. The Styles portion of the 7-S Framework Model looks at the company’s culture and how it
affects performance. This includes things like the company’s values, norms, and behavior
patterns. The goal is to ensure that the company’s culture is aligned with its business goals.
1. The Systems portion of the 7-S Framework Model looks at the company’s infrastructure
and how it supports the business. This includes things like nancial systems, information
systems, and human resources systems. The goal is to ensure that the company’s systems
are ef cient and effective.
1. The Skills portion of the 7-S Framework Model looks at the skills and abilities of the
company’s employees. This includes things like job training and development programs.
The goal is to ensure that the company’s employees have the skills and abilities they need
to be successful.
2. The Kurt Lewin Change Model
This model helps organizations understand how people react to change and how they can best
manage it. The three steps in this model are-
In the rst stage, unfreezing, current entrenched behaviors and assumptions are challenged and
destabilized. This allows for a new behavior to be learned in the second stage, changing. In the
third stage, refreezing, the new behavior is institutionalized and stabilized.
Unfreezing (preparing for a change)

Changing (implementing change)

Refreezing (consolidating change)


9. This model is often used in business settings to facilitate organizational change initiatives.
However, it can also be applied more broadly to any type of change – personal or societal. For
example, if you’re trying to quit smoking, you rst need to unfreeze your current behavior
(smoking cigarettes regularly). Then, you would change your behavior by learning a new habit
(not smoking cigarettes). Finally, you would refreeze your new behavior by making it part of your
everyday routine.
The Kurt Lewin Change Model is just one example of how change can be enacted. There are
many different models and approaches to change – what’s important is nding the right one for
you and your situation.
3. The Tuckman Model
The Tuckman model is a 4-stage model of team development. The model was rst proposed by
Bruce Tuckman in 1965 and has since been widely used to help teams work more effectively
together. The four stages of this model are:
Each stage has its own distinct characteristics and challenges that teams must overcome to
succeed.
1. Forming: This is the initial stage of team development, where members are rst getting to
know each other and establish initial roles and expectations. There is typically a lot of
excitement and energy as teams start to form their identity. The key challenge at this stage
is ensuring that all members feel like they are a part of the team and that their voices are
heard.
2. Storming: This is when con ict typically starts to arise, as members begin to have
disagreements about how the team should operate. It is essential for teams to learn how to
effectively resolve con ict at this stage, as it can be a major source of anxiety for members.
The main challenge is nding a way to work through disagreements for the teams to
continue to function effectively.
3. Norming: At this stage, team members develop more trust and respect for each other and
establish common goals and ground rules for how the team will operate. At this stage,
Forming

Storming

Norming

Performing


10. establish common goals and ground rules for how the team will operate. At this stage,
teams typically become more cohesive and focused and can better achieve their goals. The
big obstacle at this stage is to maintain open communication and keep everyone on the
same page.
4. Performing: This is the stage where teams are operating at their peak level of
performance. Members are highly skilled and ef cient in their roles and work well
together to achieve common goals. The major problem at this stage is to continue to push
boundaries and nd new ways to improve team performance.
The Tuckman model is a helpful tool for understanding how teams develop over time. By
understanding the challenges that teams face at each stage, you can be better prepared to help
your team overcome them and reach their full potential.
Each of these OD models has its own advantages and disadvantages, so selecting the right one
for your organization is essential. Whichever model you choose, remember that organizational
development is a journey, not a destination.
Closing Thoughts
The organizational development process is not an overnight summation of events. It’s a long,
continuous cycle that must be diligently implemented and evaluated to have any effect on the
company as a whole.
The goal of organization development is to promote long-term growth and productivity. This
pursuit can be seen at the individual, group, or company level with one thing in common — all
levels aim to improve the company’s operations for future growth and success.
If you need ways to improve your organization’s productivity and bottom line, consider investing
in workforce analytics software. It can help you take a data-driven approach to employee and
organizational development, making sure your workforce has the skills and knowledge they
need to be successful.
Thanks for reading!!

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