Organizational development (OD) is a long-term strategy aimed at improving organizational effectiveness and employee well-being through planned change interventions based on humanistic values. Key features include emphasis on action research, group processes to enhance communication and trust, and feedback mechanisms for self-correction. However, challenges such as resistance to change, motivation issues, and the discrepancy between ideal and real situations often impede the effectiveness of OD initiatives.

1. Process of Organizational
Development & Intervention

2. Introduction:
 Organizational development is a collection of change method that try to improve
organizational effectiveness and employee well – being.
 Organization development encompasses a collection of planned - changed interventions
built on humanistic democratic value that seek to improve organizational effectiveness and
employee well-being

3. Features of Organizational Development
 Planned change - Organizational development (OD) is an educational strategy for bringing about planned
change. Planned change concept makes it different from other approaches for change in organizations.
 Long – range change - OD is a long term process. It may take months or years to implement it. OD is
never intended to be a stopgap arrangement or measure.
 Emphasis on Actions Research - OD emphasizes on problem solving rather than just theoretical discussion
of the problems. The focus on real, ongoing problems rather than the theoretical or artificial ones is called
actions research
 Group Process - In OD, an effort is made to improve interpersonal relations, open communication
channels, build trust and encourage responsiveness to others. For this OD relies on group processes like
group discussions, inter group conflicts, confrontations and procedures for co-operations.
 Feedback - In OD, feedback is given to all the participants about themselves, which provides them a basis
for their next activities. They generally base their decisions on this concrete data. With the help of feedback
of information, employees will be encouraged to understand a situation and take self corrective action
before somebody else tells them what to do.

4. Role Of Organizational Development
 To increase the level of trust among members
 To increase level of enthusiasm at all levels
 To increase the level of self & group responsibility in planning
 To place emphasis on humanistic values

5. Problems in Organizational Development
 Discrepancy between ideal and real situation
 Lack of open system concept
 Resistance to change
 Lack of motivation among members
 Costly programs

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

7. Three Basic Components of Organization
Development
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. The Important Interventions
 Sensitivity training
 Team building
 Survey Feedback
 Process Consultation

9. 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.

10. Team Building
 High interaction among team members to increase trust and openness.
 Team building uses high interaction group activities to increase trust & openness among team
members, improve coordinative efforts, and increase team performance.

11. Survey Feedback
 The use of questionnaires to identify discrepancies (differences) among member’s perceptions,
discussion follows, & remedies are suggested.

12. Summary
Organization Development Effort:
 Is a planned change
 Is designed to improve organizational effectiveness
 Relies primarily on experiential learning
 Is in terms of intervention at the task or structure or technology or people level

13. Grazie. 
Business: sales@acropolisinfotech.com
Careers: innovate@acropolisinfotech.com
By – Sanyam Negi