Concept/Definition of OD ( What is OD ? )
Organizational development (OD) is the process of improving organizational efficiency through planned change. It is a systematic change effort, using behavioural science knowledge and skills to transform an Organization to a new state. It is a long run plan to change behavioral attitudes and performance of the organization. Its main objective is to improve overall operating efficiency of the organization. The OD is a body of knowledge and practice that enhances organizational performance and individual development. It is an ongoing, interactive and cycling process.
OD Interventions/Techniques of OD/ Approaches to OD
OD interventions are methodologies and approaches to strategic planning, organization design, leadership development, change management,etc. For organizational development it is essential to perform some activities at individual level, group level and organizational system levels.
1. Individual level activities: The main motive of individual activities is to improve skills, ability and efficiency of individuals and encourage them for better performence. The individual level activities involve counseling and coaching, sensitivity training, and survey feedback.
a. Counseling and coaching: Counseling is concerned with making interaction with individuals to know about their problems, difficulties, potentiality, prosperous, work and family life etc. Such interaction facilitates to understand employees and manager can provide proper guidance. Similarly, coaching is concerned with providing guidance, instruction, information, facilities to employees for their better performance.With the help of counselling and coaching employees can develop new behaviour to be ajusted within the organization.
b. Sensitivity training: Sensitivity training involves change in behavior of group members through unstructured group interaction. In such training, interpersonal problems of work group are discussed and resolved. In problem solving process all the group members are participated. They make interaction with group members and also with manager in taking decision.It helps employees to understand others better, become aware of their own feelings and perceptions, and improve communication skills.
c. Survey feedback: This activity involves distribution of questionnaires to the members to know about their perception, beliefs, and attitude toward organizational development. The area of survey can be a work group, department or whole organization. It facilitates to find out discrepancy in perception and behavior of members. The change is happened according to the feelings, attitudes and perceptions of the employees.
2. Group level activities: The main motive of group level activity is to improve group level performance. The group level activities involve team formation, process consultation and inter-group development.
a. Formation of team: Formation of teams having skilled members and assignment of job to them is an important part of group level activity of organizational development. Team formation process involves some activities such as goals setting, performance evaluation, role clarity, and process analysis. It helps for mutual interaction among group members in process of doing work. It increases mutual trust, and cooperation among team members.
b. Process consultation(PC): This activity is concerned with task process to be completed by the group members to achieve objectives. It involves consultation with outside expertise about procedures for accomplishment of assigned job. The consultant identities and suggests major processes for improvement of group performance. Work group needs to perform activities in accordance of suggestions of consultant.
c. Intergroup development: An important part of group activity is to implement technique for intergroup efficiency development. All group members need to participate in problem solving activity. It facilitates to change in the attitudes, believes, and perception that group member have of each other.
3. Organizational level activities: Organizational level activities emphasize on system of the whole organization. In organizational development management needs to change required systems of the organization to improve performance. Such system level activities involve organizational restructuring,technological changes, management by objectives, and quality of work life programs.
a. Organizational restructuring: It is concerned with radical change in existing organizational structure to adapt organizational development. It involves development of new management structure, authority relationship among managers, division of work, coordination system, communication channels, and supervision.
b. Technological changes: Technological development is ever changing process. It is concerned with use of machines and method in production procedures. It is concerned with modification in working processes such as from manual to automation robotics, and computerization. Information technology should be widely used for production and distribution of goods and services.
c. Goal setting: Management by objectives technique can be used for goal setting. In MBO, managers and subordinates are come together and mutually set organizational goal prepare plan and implement plan. It emphasizes to integrate both organizational and individual objectives of employees.
d. Quality of work life (QWL): The main objectives of QWL are to create a favorable working environment to satisfy employees. Some steps of quality of work life are safe and healthy work environment, development of human potential and capabilities, equitable reward etc. It is the way to create positive attitudes towards the work and organization and and increase job satisfaction.
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