Organizational development (OD) aims to improve organizational effectiveness and employee well-being through planned change methods. OD emerged in the 1950s-1960s as a field focused on how organizations and people function and how to improve them. The goal is to make organizations function better through a total systems change approach and action-oriented activities, though there is no single unifying theory. Objectives of OD include increasing trust, satisfaction, commitment, cooperation, and problem-solving among employees. Common OD intervention techniques are sensitivity training, team building, survey feedback, and behavior modification.

1. ASSISTANT
PROFESSOR-HR, TIMSR
MUMBAI

2. By: Dr NITIN SHARMA

3. • Organisational development is a collection of
change method that try to improve organisational
effectiveness and employee well –being.
By: Dr NITIN SHARMA

4. About Organization Development (OD)
Relatively new field of study – 50’s & 60’s
OD is about how organizations and people function and how to get
them function better
Start Point – when the leader identifies an undesirable situation and
seeks to change it.
Focus - Making organizations function better (total system change).
Orientation - Action (achieving results through planned activities).
No unifying theory – just models of practice
OD is an organization improvement strategyBy: Dr NITIN SHARMA

5. Intergroup conflictOrganization
Interpersonal conflicts
Low productivity
Poor alignment to organization’s strategy
Start Point
By: Dr NITIN SHARMA

6. By: Dr NITIN SHARMA

7. • Objectives of OD
• To increase the level of inter-personal trust among
employees
• To increase employees' level of satisfaction and
commitment
• To confront problems instead of neglecting them
• To effectively manage conflict
• To increase cooperation and collaboration among
employees
• To increase organizational problem-solving
By: Dr NITIN SHARMA

8. 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
By: Dr NITIN SHARMA

9. Process of organisational development
Evaluation
Intervening in the system
Planning strategy for change
Problem identification & diagnosis
By: Dr NITIN SHARMA

10. INTERVENE
“To intervene is to enter
into an ongoing system of
relationships, to come
between or among persons,
groups, or objects for the
purpose of helping them.”
Chris Argyris
(July 16, 1923 – November 16, 2013)
By: Dr NITIN SHARMA

11. INTERVENTION
Interventions are sets of structured activities
in which selected organizational units engage in a
series of tasks which will lead to organizational
improvement.
The intervention is the procedure the OD
consultant uses, after diagnosing an organizational
situation and providing feedback to management,
to address an organization problem or positive
future.
By: Dr NITIN SHARMA

12. Process of OD Intervention/OD Intervention Technique
Sensitivity training
Team building
Survey feedback
Behaviour modification
Grid organization development
Career planning
Job expectation technique
Organisational renewal processBy: Dr NITIN SHARMA