ORGANIZATIO

N
DEVELOPMEN
T
The practice of changing
people and
organizations for positive
growth

2
Organization Development (OD) is
"an
effort, planned, organization-wide,
and managed from the top, to
increase
organization effectiveness and health
through planned interventions in the
organization's processes, using
behavioral-science knowledge."
-Beckhard
3
OD Strategies

Action Research - An assessment and problem solving process

aimed at improved effectiveness for the entire organization or
specific work units.

Conflict Management - Bringing conflicts to the surface to discover

their roots, developing a common ground from which to resolve or
better manage conflict.

Executive Development - One-on-one or group developmental

consultation with CEO's or VP's to improve their effectiveness.

Goal Setting - Defining and applying concrete goals as a road map

to help an organization get where it wants to go.
OD Strategies

Group Facilitation - Helping people learn to interact more

effectively at meetings and to apply group guidelines that foster
open communication, participation and accomplishment.
Strategic Planning - A dynamic process which defines the
organization's mission and vision, sets goals and develops action
steps to help an organization focus its present and future
resources toward fulfilling its vision.
Teambuilding - Improving how well organization members help
one another in activities where they must interact.
STEPS IN ACTION RESEARCH
Entry
finding needs for change within an organization

Start-up and Contracting

identify critical success factors; clarify roles for the
consultant(s) and employees; deal with resistance within the
Organization

Assessment and Diagnosis

collect data in order to find the opportunities and
problems in the organization
STEPS IN ACTION RESEARCH
Feedback
two-way process serves to tell those what one found out,
based on an analysis of the data

Action Planning
distill recommendations from the assessment and feedback;
consider alternative actions

Intervention
carry out the change process
STEPS IN ACTION RESEARCH
Evaluation
evaluation procedure to verify this success, identify needs for
new or continuing OD activities, and improve the OD process

Adoption
implementing processes to insure that OD remains an ongoing
activity within the organization

Separation
recognize when it is more productive for the client and
consultant to undertake other activities
WHY DO OD?
Human resources
employees in the company; large fraction of the
costs of doing business

Changing nature of the workplace

workers today want feedback on their performance,
they want a sense of accomplishment;
they need to be more efficient

Global market
the competition is so stiff; our environments are
changing, so our organizations must also
change to survive and prosper
WHY DO OD?
Global market
the competition is so stiff; our environments are
changing, so our organizations must also
change to survive and prosper

Accelerated rate of change

thinking has changed radically about
organizational structures to emphasize faster
customer response, lower costs and continuous
learning
 WHO SHOULD DO OD?
THE CHANGE AGENTS

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Internal Consultants External Consultants

employees of the organization people from outside the organization
WHEN IS AN
ORGANIZATION
READY
FOR OD?

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 Recognition of the need for
signs that an change:
organization is
ready for OD
Leadership commitment

Employee involvement

Clarity of purpose

Capacity for change

FORMULA FOR
CHANGE • Click icon to add picture
To thrive in tomorrow's business environment
—characterized by a dynamic work force,
rapid
changes in technology, changing nature of the
workplace and the increasing instability of the
global environment—organizational
development must be an ongoing effort.

Encouraging continual examination and

readiness for change must be part of the
organization's culture.
Thank you