Organizational Development
Organizational Development
DEVELOPMENT
Organization development (OD) is an effort that focuses on improving an organization’s capability through the
alignment of strategy, structure, people, rewards, metrics, and management processes. It is a science-backed,
interdisciplinary field rooted in psychology, culture, innovation, social sciences, adult education, human resource
management, change management, organization behavior, and research analysis and design, among others.
Organization development zooms out to consider multiple inputs and tools that cut across breadth and depth of
organization.
OD is an approach that has been drawn from various areas such as organization behavior, management, business,
psychology, sociology, anthropology, management, economics, education, counseling and public administration.
Its main aim is to improve organizational effectiveness.
OD recognizes the significance of top management’s commitment, support and contribution. The target is to enhance
the whole organization, individuals, departments, work groups and it may get extended to region, nation and the whole
of humanity.
OD is a planned and long term strategy to bring about change and development not only within the organizational structure,
but also its interdependent parts.
OD is an education based program designed to develop values, attitudes, norms and management practices that lead to a
healthy organizational climate and healthy behavioral traits on the part of the personnel.
OD is a data based approach to understanding and diagnosing organizations. It is guided by a change agent, change
team, or line management whose primary role is that of a facilitator, coach and a teacher. The task involves planned
interventions and improvements in an organization’s processes and structures and requires expertise and skills in
working with individuals as well as the groups
FOUNDATIONS OF OD
MODELS & THEORIES
KURT LEWIN’S CHANGE MANAGEMENT MODEL
OD Interventions alter features of the work setting causing changes in individual’s behaviors, which in turn lead to
individual and organizational improvements.
Work Setting Factors:
1. Social Systems
2. Technical Systems
To achieve high productivity and employee satisfaction, organizations must optimize both systems.