1. OD as a planned change effort
Organization : the total organization or its subunits and not the individual is
the target of change.
Data collection: the source and methods of data collection on current status
with a view to highlighting the problems areas are identified and organization
members get involves in operationalizing the same.
Diagnosis: organization members participate in examine the problem from
multiple perspective with a view to identifying the root causes.
Improvement plans and goals : based on the insights gained from the above
change; goals are set and plans for improvement are formulated.
Resource mobilization: resources needed for implementation of the plans
are mobilized; resource could be in term of people, materials, finances,
information etc.
Strategic intervention: in terms of team building, inter group collaboration,

2. Action (on the job) orientation: specific plans of actions are formulated
to bring about improvement in work teams, cross- functional teams,
individual roles, organization processes, systems or structure.
Long term implementation effort: for sustainable improvement quick-fix
solution are avoided and sufficient time is given for internalization of
change process.
Continuous evaluation: organization and its various subunit monitor,
review and evaluate the change effort and its impact on a continuous
basis.
Change agent (external or internal): facilitation from external change
agents or OD consultants is needed in the initial stages of OD effort.
The OD consultant provides assistance in |eveloping a cadre of
internyl8change agents who provide facilitation and maintain the same
state throughout the organization.
The external consultant dissolve relationship with the organization, as
and when his/her role is taken over by internal change agents.