Organizational development is a collection of change methods aimed at improving organizational effectiveness and employee well-being through planned, comprehensive, long-range, and dynamic changes with participation from change agents. Some key goals of organizational development include emphasizing humanistic values, treating individuals as complex people, and increasing trust, enthusiasm, and responsibility among members. Common organizational development interventions include sensitivity training, team building, survey feedback, and process consultation. The organizational development process involves evaluation, intervention, problem identification, planning for change, and continuous data collection and management.

2. INTRODUCTION
Organisational development is a
collection of change method that try
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
Evaluation
Intervening in the system
Planning strategy for change
Problem identification & diagnosis

7. Managing the Organization Development (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
management
All activities designed to
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. 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.
Definition of sensitivity training

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
Follow-up actions
Developing interactive skills
Giving & receiving feedback
Examining deferences
Problem sensing

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

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

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. Conclusion
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

19. Conclusion- 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