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Introduction
Organizational Development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.
OD is a process of continuous diagnosis, action planning, implementation and evaluation, with the goal of transferring knowledge and skills to organizations to improve their
capacity for solving problems and managing future change.
Definition of Organization Development
Organization Development (OD) concerns system wide planned change, uses behavioral science knowledge, targets human and social process of organizations, and intends to build the capacity to adapt and renew organizations -Cummings & Worley, 2001
OD is a long range effort to improve an organization's problem solving and renewal process, particularly through a more effective and collaborative management of organizational culture with special emphasis on the culture of formal work teams with the assistance of a change agent or catalyst, and the use of the theory and technology of applied behavioral science including action research.
What is OD? (Organization Development)
The “O” is about organizations (systems) of all kinds; the units throughout society that are human organizations existing to accomplish some purpose, The “D” is about change & improvement; growing towards something, getting better at one’s mission, improving how work gets done & people live their lives.
OD is...
- A mindset (way of seeing the organization world)
- A set of value-based perspectives
- A philosophy of organizing, managing and changing organizations that include the human element.
- An integration, across disciplines, of theories, concepts and methods, for understanding & changing human systems (anthropology, psychology, sociology, behavioral science)
- A field of study & practice
Nature of Organizational Development
In 1960’s the concept ‘Organization Development’ was first coined as the area of study in business discipline. It is a long term process. Organization development is a systematic process. Through this process both human and non-human aspects are supposed to be improving. Every organization contains supra system under the total system. Sometimes it faces external and internal influences. Organization involves people, machineries, methods work, relationships, and coordination so on. These are all every changing. These components do not remain unchanged for a long time. Human qualities need to be developed, machineries become obsolete, methods of work is changeable, relationship among the people in either improving or in some cases hampering due to the expiry of time.
To adjust with these changes organization has to undertake some measures. These measures may be termed as organization development. Organization development is an ongoing, systematic and continuous process. This process is initiated to implement any sort of change in the organization. If the changes take place with preplanned goal, positive intention and in a scientific mood it may be hope that organization development will be ensured. It is interdisciplinary in nature and draws on sociology, psychology and theories of motivation, learning and personality. Organization development is a growing field that is responsive to many news approaches.
Meaning:
Different people have defined Organizational Development (OD) differently. According to Koonz et. al, “OD is a systematic integrated and planned approach to improve the effectiveness of the enterprise. It is designed to solve problems that adversely affect the operational efficiency at all levels”.
Burke’ has defined OD as “a planned process of change in an organization’s culture through the utilization of behavioral science technology, research and theory”.
In the opinion of French and Bell “OD is a systematic approach to organizational improvement, that applies behavioral science theory and research in order to increase individual and organizational well-being and effectiveness”.
Now, OD can be defined as a long-term, more encompassing change approach meant to improve individual as well as organizational well-being in a changed situation”.
- Human and social sides: Organization development focuses on both human and social sides. By doing so, it intervenes in the technological and structural sides also.
- Participation: Participation and involvement of managers and players can make the organization development process a success. It helps to exchange views and ideal related to organization development.
- System change: Organization development focuses on total system change. Because every change is inevitable for the success of any development program.
- Facilitation: There are three parties to organization development process. They are facilitators, collaborators and co-learners in the client system. Cooperation of all these parties can help the organization to develop.
- Over arching goals: An overarching goal of the organization is to make the client system able to solve its problems. It is done by teaching the skills and knowledge on continuous learning through self analytical methods.
- Action research model: Organization development activities are undertaken following the conclusions and recommendations of action research members related to client system.
- Developmental view: Organization development takes a developmental view for the betterment of both process and organization. Another practice in organization development programs is to create win-win solutions.
The above points mainly characterize the organization development. This does not mean that there may not be other characteristics of organization development.
Objectives of Organization Development:
As objectives of organization development are framed keeping in view specific situations, they vary from one situation to another, In other words, these programs are
tailored to meet the requirements of particular situation. But broadly specking all
organization development programs try to attain the objectives which are briefly
discussed below:
- To apply behavioral science theories: The first objective of organization development is to apply some behavioral science theories in the organization. By applying these theories organization development practices hope for development.
- To improve organizational performance: Another objective of organization development is to improve the overall performance of organization. Thus organization can be established as one of the important institutions in human history.
- To ensure proper use of individual efforts: Individual performance should be improved. This is possible by using individual efforts properly. Organization development ensures proper use of human efforts and commitment.
- To create awareness: Organization development crates awareness among the people working in the enterprise. They feel the need for change in comparison with other organizations.
- To encourage people to solve problems: Every organization has many problems and challenges. Organization development encourages people to solve these problems and face challenges at present and future.
- To establish and maintain interpersonal relations: Organization development activities may be implemented with a view to establishing and at the same time maintains interpersonal relations among the people of the organization. This can insure continuous growth.
- To create & maintain work environment: Working environment must be favorable in the organization. Organization development practitioner’s to create favorable working environment and maintain the same for smooth functioning in future.
- To increase knowledge & skills: Knowledge on latest methods and skills can streamline the growth of any organization. Organization development intends to increase the knowledge and skill levels through training.
Assumptions of organization development
There are some assumptions organization development (OD). These assumptions have been classified basically into 3 (three) types first as follows:
- Individuals assumptions
- Groups assumptions
- Organizations assumptions
Newstrom and Davis have pointed out some assumptions under each category. They are as follows:
1. Individuals: Some assumptions which are related to different individuals are listed below: - People want to grow and nature - Employees have much to offer (e.g.: energy and creativity) that is not how being used at work. - Most employees desire the opportunity to contribute they desire.
2. Groups: Every group has many assumptions. In this para three assumptions have been underlined. - Groups and teams are critical to organizational success. - Groups have been powerful influences on individual behavior. - The complex roles to be played in groups require skill development. 3. Organization: A few assumptions are prevailing regarding organization also. These are follows: - Excessive controls, policies and rules and determined. - Conflict can be functional if properly channeled. - Individual and organizational goals can be compatible.
4. Use of intentions: Once the action planning is completed, the consultant helps the participants select and use appropriate OD interventions, Depending on the nature of the key problems; the intervention may focus on individuals, teams. Interdepartmental relating or the total organization. 5. Evaluation and follow-up: The consultant helps the organization evaluate the results of tits OD efforts and develop additional programs in areas where additional results are needed.
REFERENCES :
http://www.med.upenn.edu/hbhe4/part4-ch15-organizational-development- theory.shtml
http://bankofinfo.com/characteristics-of-organization-development/
http://www.yourarticlelibrary.com/
