This document summarizes various aspects of organizational development (OD) efforts. It discusses that OD is a planned change approach that aims to improve organizational effectiveness and employee well-being through interventions at the task, structure, technology, or people levels. It is a long-term and ongoing process that relies on experiential learning and uses action research. Various OD interventions are outlined, including sensitivity training, team building, survey feedback, and process consultation. The key aspects and processes of different interventions like team building, survey feedback, and process consultation are also summarized.

1. PowerPoint Presentation to Accompany
Prepared By
Mohit Singh
Mohd. Abubakr
Raj kumar gupta

2. INTRODUCTION
Organisational development is a collection of change
method that try
to
improve organisational
effectiveness and employee well –being.
Organisation development encompasses a collection
of planned-changed interventions built on humanistic
democratic value that seek to improve organisational
effectiveness and employee well-being

3. Features of organizational development
Planned Change
Comprehensive Change
Long-range change
Dynamic process
Participation of change
agent
Emphasis on
intervention
Emphasis on action
research
Normative
educational process

4. Role of organizational development
To place emphasis on humanistic values
To Treat each human being as a complex
person
To increase the level of trust among
members
To increase the level of enthusiasm at all
levels
To increase the level of self & group
responsibility in planning

5. Problems in organizational development
Discrepancy between ideal and real situations
Lack of open system concept
Resistance to change
Lack of motivation among members
Costly programmes

6. Process of organisational development
Problem identification & diagnosis
Planning strategy for change
Intervening in the system
Evaluation

7. Managing the OD Process
Three basic components of OD programs:
Diagnosis
Continuous collection of data
about total system, its
subunits, its processes, and
its culture
Action
All activities and interventions
designed to improve the
organization’s functioning
Program
All activities designed to
management ensure success of the
program

8. OD Interventions
Organization Development (OD) interventions techniques are the methods created by
OD professionals and others. Single organization or consultant cannot use all the
interventions. They use these interventions depending upon the need or requirement.
The most important interventions are,
1. Survey feedback
2. Process Consultation
3. sensitivity Training
4. The Managerial grid
5. Goal setting and Planning
6. Team Building and management by objectives
7. Job enrichment, changes in organizational structure and participative management
and Quality circles, ISO, TQM

9. Process of OD Intervention
Sensitivity training
Team building
Survey feedback
Behaviour modification
Grid organization development
Career planning
Job expectation technique
Organisational renewal process

10. Structural OD Interventions
Job redesign
Work schedule option
Process consultation
MBO
Decision centres
Collateral organisation

11. Definition of sensitivity training
Sensitivity Training is a form of training that
claims to make people more aware of their own
prejudices, and more sensitive to others.
According to its critics, it involves the use of
psychological techniques with groups that its
critics.

12. Definition of team building
1. High interaction among team members to
increase trust and openness.
2. Team building uses high interaction group
activities to increase trust & openness among
team members, improve coordinative efforts, and
increase team performance.

13. Process of team building
Problem sensing
Examining deferences
Giving & receiving feedback
Developing interactive skills
Follow-up actions

14. Survey feedback
The use of questionnaires to identify
discrepancies among members
perceptions, discussion follows, &
remedies are suggested.

15. Process of Survey feedback
Data collection
Feedback & information
Follow-up action

16. Process Consultation
The basic content of p-c is that the
consultant works with individuals and
groups in the organisation to help them
learn about human and social processes
and to solve problems that stem from
process events.

17. Process Consultation
Initiate contact
Define the relationship
Select the setting and the method
Gather data & make a diagnosis
Intervene
Reduce involvement & terminate

18. Grid organisational development
It is a comprehensive and systematic OD
programme which aims at individuals
groups and the organisation as a whole.
It utilises a considerable number of
instruments, enabling individuals and
groups to assess their own strengths
and weaknesses.
Blake & Mouton

19. Process of Grid organisational development
Managerial grid
Teamwork development
Intergroup development
Developing ideal strategic corporate model
Implementing the ideal strategic model
Systematic critique

20. SUMMARY
OD Effort
 is a planned change
 involves the total system
 managed with total acceptance and
commitment of the top management
 is designed to improve organisational
effectiveness
 makes use of behavioural science knowledge

21. Summary- Contd
 is in terms of intervention at the task or
structure or technology or people level
 is an ongoing process and long term process
 relies primarily on experiential learning
 uses an action research intervention mode

22. Summary contd…...
OD can make
a difference
Good understanding
Proper response
Adaptability

24. http://www.citehr.com/3596-organizationdevelopment-interventions.html