Organization Development

in a Voluntary Organisation

Presented By:
Sudeshna Sarkar
Sudhanshu Goel
Sushant S.
Swapan Nikhil Oreya
Overview
 Culture of Organization
 Client System

 Organizational Development

 Initial Diagnosis

 Intervention Planning

 Basic Laboratory

 Organizational Health Survey

 Internal Resource Development(IRD)

Culture
 Ideology: Community Service
 Source of income: Charity, gifts and
endowments
 Two systems: free service and paid

 Top down hierarchical structure

 Central Coordinating Authority (CCA)
 Board of Sector Representatives (BSR)

 Board of Divisional Representatives(BDR)

 Local Units(LU)

 Method of administration: Bureaucracy




Client System
 Geographically two countries with two
divisions and several local units
 Number of members at LUs were unequal

 Transfers based on assignments

 Economical life style in terms of time

management and monetary gains
 Three stages of membership
This sector had the following demography:

 188 members

 Criterion: age 51(below 30), 79(between 30

and 39) and 58(above 40)
Organisational Development
 Objectives were redefined
 Emphasis on total development orientation

 Target: Democratic and participative

management
 Working paper
 Key issues
 Conceptual framework
 Hypothesis, assumptions and propositions
 Outline of interventions plan

Initial Diagnosis
 Unorthodox method
 No specific method was followed to keep in
tact the holistic nature of client system
 Steps taken:
 Informal LU visits
 Observed LU and divisional level meetings
 Learning and observing content and mode of
discussions and meetings
 Acquainted with organizational procedures at
work place

Intervention Planning
 Issues taken into consideration:
 The unit
 Overall objective and specific objective for the
unit
 Type and nature of interventions
 Phasing, sequencing and linkage of the
interventions

Interventions planned
 Basic Laboratory
 Internal Resource Development

 Organisational Diagnosis

 Review laboratory for internal resource people

 Stabilization


 12-15 month OD programme was planned

Basic Laboratory
 Basic 5-day laboratory
 15 basic laboratories conducted in 6 months

 Micro Lab structure

 Stress laid upon expressing oneself, concepts like

congruence, defensive behaviour and feedback
 Structured exercises on perception and motivation

 Steps taken:
 Personal Structured data prepared
 Panel Discussion
 Action Plan preparation & implementation
 Evaluation
Organizational Health Survey
 Unit Health Survey at LU level
 A method to check sustenance of Basic
Laboratory stage action plan by internal
members
 Steps followed:
 Interview members individually
 Arrange small group discussions to discuss
issues
 Arrange large discussion to reach to consensus
of the issues raised
Internal Resource Development
 Developing a self support system within
organisation
 Developing a group of internal agents of
change within the organisation termed as
internal facilitators
 Some facilitators to acquire extensive
knowledge of behavioral sciences
 Contracting young behavioral scientists to
work full time within organisation
Structure of IRD
 Consultant Client Group
 Participant Concept Session

 Your Choice Time

 Module

 Faculty Concept Session

 L-group

 Reinforcement Lab
Features to Strengths
 Commitment
 Extension motivation

 Empathy