This ppt gives a brief idea about organizational development and intervention where how we can develop our organization through various actions.

1. Process of
Organizational
Development And
Intervention
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2. Introduction
Organisational development is a collection of change
method that tries to improve organizational
effectiveness and employee well-being.
Organisation development encompasses a collection of
planned-changed interventions built on humanistic
democratic value that seeks to improve organizational
effectiveness and employee well-being

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

4. 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

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

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

7. 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

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

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

10. OD can make a
difference
W W W . R Y G G R A D C O N S U L T I N G . C O M
Good understanding
Proper responce
Adaptibility