ORGANIZATIONAL

DEVELOPMENT

PROJECT PROPOSAL

Submitted By: (Group 4)

Rishabh Garg
Shubham Yadav
 GLEAMING BROODS
“Dream To Gleam”
RUN BY: GURU DRONACHARYA SAMAJIK SANSTHA (REG.)

Gleaming Broods is a name established in 2015 to name nations builders of

tomorrow’s, driven by the passion to discover, innovate and create
opportunities in the environment and for society in general, where all
conceivable efforts are directed towards transforming ordinary into
extraordinary, aiming at achieving excellence and constantly moving towards
perfection.
About the Organization
Gleaming Broods is an ISO 9001: 2015 Certified Organization
established in the year 2015, located in Delhi, welcomes
students with good track record throughout their academic
career, in course of their stay in organization, we shall
endeavor to mould their character, transform their personality
and adequately equip them with hard and soft skills so that
they can meet the challenges and varying needs in the
educational field.
 About the Project
Type of Organization:
Education Organization

No. of Employees:
15

Project Motive:

To understand the present state of the organization and knowing what changes are
required at different levels and what forces are resisting these changes and how to
implement the change.
Present State of the Organization
 INFORMAL GROUPS OF STAFF
 INFORMAL DRESS CODE
 TRADITIONAL METHOD OF TEACHING
 Changes Required:
 PLANNED CHANGES ARE REQUIRED

 Following Changes required:

 No Informal Groups
 Formal Dress Code
 Modern Methods of teaching(Technology Based)
Forces resisting to change
1. Interference with need fulfillment:
Changes preventing people from fulfillment of economic, social, esteem and
other needs may encounter with resistance.
2. Habit
When changes are faced with, individuals may tend to re-act these changes
due to accustom to their usual manner of behaving.
3. Inconvenience or loss of freedom
When change is seen as troublesome and reduce freedom of action with
increased control, organization members may resist change implementations.
4. Knowledge and skill obsolescence
Organization members resist organizational changes when their knowledge and
skills are obsolete.
Models of Organizational
changes referred:
 Kotter’s Eight Step Plan
 Lewin’s Three Phase Model
THANK YOU