Organizational development is a process of planned change to improve organizational effectiveness and employee well-being. It involves identifying problems, collecting data, diagnosing the situation, planning and implementing interventions, and providing evaluation and feedback. The key steps are problem identification, data collection, diagnosis of factors like attitudes and resources, planning and implementing changes, and evaluating and providing feedback on the changes. The overall goal is to help organizations better adapt to challenges and opportunities through systematic development efforts.

1. PROCESS OF
ORGANISATIONAL
DEVELOPMENT
SUSAN HAMLET
MH 14 17

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INTRODUCTION
Organisational development is
a collection of change method that
tries to improve organisational
effectiveness and employee well –
being.

3. The term organizational development was
coined by Richard Beckhard in the mid-1950s.
(Organizational development) OD is an
acronym of two words i.e., organization and
development.
Organization: A social unit of people that
is structured and managed to meet a need or to
pursue collective goals.
Development: The systematic use of scientific
and technical knowledge to meet specific
objectives or requirements.
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4. Organizational development is
the framework for change, and often
times a manager helps to lead this
change.
OD is a systemic learning and
development strategy intended to
change the basics of beliefs,
attitudes, and structure of the
current organization to better absorb
advanced technologies, market
opportunities, challenges and chaos.
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5. DEFINITION
“Organizational Development is
a systematic means for planned
change that involves the entire
organization and is intended to
increase organizational
effectiveness.”
Middlemist and Hitt
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6. PROCESS OF OD:
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7. Problem identification
The first step in OD process
involves understanding and
identification of the existing
problems in the organization.
The awareness of the problem
includes knowledge of the possible
organizational problems of growth,
human satisfaction, the usage of
human resources and
organizations’ effectiveness.
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8. Data Collection
Having understood the
exact problem, in this phase, the
relevant data is collected through
personal interviews,
observations and questionnaires.
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9. 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.
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10. There are four steps in
organizational diagnosis:
:
Determines how the
different parts of the
organization are functioning in
terms of laid down goals.
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11. Process implies the manner
in which events take place in a
sequence.
It refers to pattern of decision
making, communication, group
dynamics and conflict management
patterns within organization to help
in the process of attainment of
organizational goals.
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12. :
This includes strategies,
performance, results, achievements
and final outcomes.
:
Domain refers to the area of
the organization for organizational
diagnosis.
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13. 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.
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14. Evaluation and feedback
Any OD activity is
incomplete without proper
feedback. Feedback is a process
of communicating the
evaluations to the client group
by means of a specific report or
interaction.
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15. CONCLUSION
OD process includes :
Problem identification
Data collection
Diagnosis
Planning and implementation
Evaluation and feedback
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