Organizational Development is a long-term effort, led and supported by top management, to improve an organizational visioning, empowerment, learning, and problem-solving processes, through an ongoing, collaborative management of organizational culture- with special emphasis on the culture of intact work teams and other team configurations-using the consultant-facilitator role and the theory and technology of applied behavioural science, including action research.
The important aspects include:
(a) Long-term effort
(b) Led and supported by top management
(c) Visioning processes-viable, coherent and shared picture
(d) Empowerment processes
(e) Learning processes
(f) Problem solving processes
(g) Ongoing collaborative management of the organizational culture
(h) Intact work teams and other configurations
(i) Cross- functional teams
(j) Consultant- facilitator role
(k) Theory and technology of applied behavioural science
(l) Action research
“Organization transformation can occur in response to or in anticipation of major changes in the organization’s environment or technology. In addition these changes are often associated with significant alterations in the firm’s business strategy, which, in turn, may require modifying corporate culture as well as internal structures and processes to support the new direction. Such fundamental change entails new paradigm for organizing and managing organizations. It involves qualitatively different ways of perceiving, thinking, and behaving in the organizations”.
OD is a system wide application of behavioural science knowledge to the planned development and re-enforcement of organizational strategies, structures, and processes for improving an organization’s effectiveness (Cummings and Worley, 1993).
“Organizational Development is a long-term behavioural philosophy initiated by the top management. It relates to use of latest technologies and organizational processes to affect planned change by establishing cultural framework based on vision, empowerment and employee well being leading to attainment of quality of work life and organizational effectiveness thus creating a learned organization. OBJECTIVES OF ORGANIZATIONAL
- Individual and group development.
- Development of organization culture and processes by constant interaction between members irrespective of levels of hierarchy.
- Inculcating team spirit.
- Empowerment of social side of employees.
5. Focus of value development
- Employee participation, problem-solving and decision-making at various levels.
- Evaluate present systems and introduction of new systems thereby achieving total system change if required.
- Transformation and achievement of competitive edge of the organization.
- Achieve organization growth by total human inputs by way of research and development, innovations, creativity and exploiting human talent.
10. Behaviour modification and self managed team as the basic unit of an organization.