Organizational development is a planned process for implementing change across an entire organization. It aims to change the organization's culture through utilizing behavioral science, research, and theory. The key steps in the organizational development process include problem identification, data collection, diagnosis, planning and implementing interventions, and evaluation and feedback. The goal is for change to be readily absorbed by the organization.

1. Organizational development

2. Organizational development is a technique used for bringing
change in the entire aspect of the organization, rather than
focusing attention on the individuals. So that change is
readily absorbed.

3. Definition of organizational development:-
› According to Burke, "Organizational development is a
planned process of change in an organization's culture
through the utilization of behavioral science, technology,
research and theory“.

5. › Problem identification: The first step in OD process involves understanding
and identification of the existing and potential problems in the organization.
› Data Collection: Having understood the exact problem in this phase, the relevant
data is collected through personal interviews, observations and questionnaires.
› 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.
› 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.
› Evaluation and feedback: Any OD activity is incomplete without proper feedback.
Feedback is a process of relaying evaluations to the client group by means of specific
report or interaction.

6. Models of organizational development:-
Perception of problems
by key individuals
Consultation with
behavioural science
expert
Data gathering and
preliminary diagnosis
by consultants
Joint diagnosis of the
problem
Feedback to the client
group by consultant
Data gathering after
action
Action
Joint action planning
(Setting objectives and
goals)
New action
New data gathering
as aresult of action
Rediagnosis of
situation
ETC
Rediagnosis and
action planning
with client and
consultant
ETC

7. Phases of the Model:-
Consultant
with
behavioura
l science
expert
Problem
Identificatio
n
Action
Data
gathering
and
preliminary
diagnosis
Feedback
to the Key
client or
group
Joint
diagnosis
of problem

8. Characteristics of Organizational
Development:-
› Leadership committed to the process:- Organizational development
begins at the top. If the leadership is not committed to the process, they shouldn’t
expect their employees to be committed either.
› Communication is effective at all levels:- Being able to communicate
the principles and skills needed to reach organizational goals is essential, and no
one should be left out of the communication process.
› High quality of training and coaching:- Organizational development
will only be as good as the coaching and training employees get, so the
highest quality of training and coaching is necessary in order to move an
organization forward in significant ways.
› Taking a long term view:- Meeting short-term goals is one step in the
process, but taking a longer view will be more comprehensive and lead to
more growth over time.
› Growth:- Organizational development is an important tool in managing and
planning corporate growth. An organizational development analysis brings
together sales projections and consumer demand to help determine the rate of
company growth.