The OD Process

1. Entering and Contracting:

a. OD Relations: This involves establishing and maintaining relationships with key
stakeholders in the organization, such as leaders, managers, employees, and external
consultants.
b. Special Organization Issues: Identifying any unique or specific issues within the
organization that may impact the OD process, such as cultural challenges, leadership
dynamics, or historical issues.
c. Determining the Relevant Client: Understanding who the primary client or clients
are for the OD intervention, which could be individuals, teams, departments, or the
entire organization.
d. Developing a Contract: Creating a formal agreement or contract that outlines the
scope, objectives, roles, responsibilities, and expectations of the OD intervention.
e. Ground Rules: Establishing clear ground rules for communication, decision-making,
confidentiality, and behaviour during the OD process.

2. Diagnosing Organization:
• This step involves assessing the overall health and functioning of the organization,
including its culture, structure, systems, and processes. The goal is to identify
strengths, weaknesses, opportunities, and threats that can inform the design of
interventions.

3. Diagnosing Groups and Jobs:

a. Individual:
i) Skill Variety: Assessing the variety and complexity of skills required for a job.
ii) Autonomy: Examining the level of independence and decision-making
authority given to individuals in their roles.
iii) Feedback about Results: Evaluating the extent to which individuals receive
feedback on their performance and outcomes.
iv) Task Significance: Understanding the impact and importance of tasks
performed by individuals.
v) Task Identity: Assessing the extent to which individuals can see the outcome
of their work from start to finish.

b. Group:
i) Goal Clarity: Ensuring that the group's objectives and goals are clearly
defined and understood.
ii) Team Functions: Assessing how well the group functions as a team, including
communication, collaboration, and decision-making processes.
iii) Group Norms: Understanding the informal rules and norms that guide
behaviour within the group.
iv) Group Composition: Evaluating the mix of skills, personalities, and
backgrounds within the group.
 v) Task Structure: Assessing the clarity and complexity of tasks assigned to the
group.

C. Organization:
i) Technology: Evaluating the tools, equipment, and technology used in the
organization and how they impact work processes.
ii) Structure: Assessing the formal organizational structure and how it affects
communication, decision-making, and workflow.
iii) Measurement System: Examining the performance measurement and
evaluation systems in place.
iv) HRM System: Evaluating the human resource management practices,
including recruitment, training, performance management, and rewards.
v) Strategy: Understanding the organization's strategic direction and how it
aligns with its structure, systems, and culture.

4. Collecting and Analyzing Data:

• This involves gathering relevant data through surveys, interviews, observations, and
document analysis. The data is then analyzed to identify patterns, trends, and areas
for improvement.

5. Feeding Back Diagnostic Information:

• After analyzing the data, the findings are shared with key stakeholders in a relevant,
understandable, descriptive, timely, verifiable, and limited manner. The feedback
should highlight significant findings and allow for comparison with benchmarks or
previous data.

6. Designing Interventions:
• Based on the diagnostic findings, interventions are designed to address the identified
issues and improve organizational effectiveness. These interventions can include
changes in processes, structures, systems, or behaviors.

7. Leading and Managing Change:

• Implementing the interventions involves leading and managing change effectively.
This includes communicating the need for change, gaining buy-in from stakeholders,
providing support and resources, and managing resistance.

8. Evaluating and Institutionalizing OD Interventions:

• The final step involves evaluating the effectiveness of the interventions against
predefined criteria. This evaluation helps in determining the impact of the
interventions and whether they have achieved their intended outcomes. Successful
interventions are then institutionalized to ensure long-term sustainability and
continuous improvement.

The OD process is iterative and requires ongoing assessment, adjustment, and refinement to
address evolving organizational needs.