According to Cummings and Worley,"Organization development is a system-wide application of

behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization's effectiveness.“

According to Koonz et. al, “OD is a systematic integrated and planned approach to improve the effectiveness of the enterprise. It is designed to solve problems that adversely affect the operational efficiency at all levels”.

1)Focus on the whole organisation : OD Focuses on the organisation as a whole so that it can respond

to change effectively. 2. System orientation : It focuses on all the parts of the organisation as they affect each

other. Emphasis on how parts relate, not on the parts themselves. 3. Use of a change agent: Change agent are the people whose role is to stimulate and

coordinate change. They may be internal or external. 4. Problem Solving : OD emphasis on problem solving rather than discussing it

theoretically5.Learning by experience : In OD programmes participants learn by experiencing in the

training environment the kinds of human problems they face on the job

6)Group Process : OD relies on the group process like group discussion, inter group

conflicts and process of cooperation. 7. Feedback : Feedback encourages participants to understand a situation and

take self correcting action. 8. Contingency Orientation : OD is usually said to be situational and contingency oriented. OD

is flexible and pragmatic, adapting actions to fit particular needs. 9. Team Building : General goal of OD is to build team work throughout the process.

1)To improve the ability of the organization to plan and manage changes through a transparent, effective and honest process

2) To identify and allocate the precious resources of the organization in the most productive manner

3) To improve the organizational and individual efficiency for effective accomplishment of organization goals through planned interventions

4) To achieve improved efficiency in the team building process through better communication and group dynamics

5) To develop efficient leadership styles and better decision making processes that best suit the organization in the changing environment

6) To obtain the employees trust cooperation and commitment by helping them effectively in skill acquistion and career development activitites through training and development process

7) To restructure the organizational missions, objectives and tasks in a judicious and well timed manner by continuously observing the

the development in the external environment8) To identify and resolve the potential conflicts among individuals

through effective conflict management process9)To ensure the long term growth and health of the organization by

ensuring a better alignment between the organizational objectives and requirements on the own hand, and the employees career goals and aspirations and the societal requirements of the other

10) To achieve increased collaboration among the different units and divisions in the organization by reducing competition among these inter dependent units

11) To improve the job satisfaction of the employees

The Organizational Development (OD) process is complicated and it takes long time to complete the process. It takes minimum of one year and sometimes continues indefinitely. There are different approaches to OD process

The typical process consists of seven steps, viz., initial diagnosis, data collection, data feedback and confrontation, action planning and problem solving, team building, inter group development and evaluation and follow up.

1. Initial Diagnosis:If executives recognize that there are inadequacies within organization which can be corrected by OD activities, it is necessary to find out the professional and competent people within the organization to plan and execute OD activities. If competent people are not available within the organization the services activities are to be taken. The consultants adopt various methods including interviews, questionnaires, direct observation, analysis of documents and reports for diagnosing the problem.

2. Data Collection:Survey method is used to collect the data and information for determining organizational climate and identifying the behavioral problems.

3. Data Feedback and Confrontation:Data collected are analyzed and reviewed by various work groups formed from this purpose in order to mediate in the areas of disagreement or confrontation of ideas or opinions and to establish priorities.

4. Selection and Design of Interventions:The interventions are the planned activities that are introduced into the system to accomplish desired changes and improvements. At this stage the suitable interventions are to be selected and designed.

5. Implementation of Intervention:The selected intervention should be implemented. Intervention may take the form of workshops, feedback of data to the participants, group discussions, written exercises, on-the-job activities, redesign of control system etc. Interventions are to be implemented steadily as the process is not a one-short, quick cure for organizational malady. But it achieves real and lasting change in the attitudes and behavior of employees.

6. Action Planning and problem Solving:Groups prepare recommendations and specific action planning to solve the specific and identified problems by using data collected.

7. Team Building:The consultants encourage the employees throughout the process to form into groups and teams by explaining the advantages of the teams in the OD process, by arranging joint meetings with the managers, subordinates etc.

8. Inter group Development:The consultants encourage the inter group meetings, interaction etc., after the formation of groups/teams.

9)Evaluations and follow Up: The organization finally has to evaluate the OD programs, find out

their utility, and develop the programs further for correcting the deviations and/or improved results. The consultants help the organization in this respect. All the steps in the OD processes should be followed by the organization in order to derive full

range of OD benefits.

OD intervention techniques can be classified in various categories which are as follows:

1)Behavioural Techniques: a. Sensitivity Training: It is also known as laboratory training. The aim of sensitivity training is

to help people understand each other and gain insight so that they feel free and become fearless.

Under this technique the different groups of employees are allowed to mix up with each other and communicate freely and build up interpersonal relationship. They learn the reflection of their behaviour and try to improve it.

It builds up openness, improves listening skills, tolerate individual differences and the art of resolving conflicts. It helps in reducing interpersonal conflicts in the organisation.

b. Management by Objectives (MBO):

MBO is, “a system wherein superior and subordinate managers of an organisation jointly identify its common aims, define each individual’s major areas of responsibility in terms of the results expected of him and use these measures as guides for operating the unit, assessing the contribution benefits of its members.”.Performance of the managers is measured against the specific objectives. It is result oriented technique.

C) Grid Development: The concept of managerial grid identifies two major dimensions of management

behavior. They are people oriented and production oriented behaviors. Attempts are made to pay increased attention to both the variables. Some managers are high in concern for productivity but low in concern for people. Beside helping managers evaluate their concern for people and productivity, the Managerial grid stresses the importance of developing a team management leadership style.

2)Non Behavioural Techniques:a)Change in Organization Structure: The organization’s structure may be changed to make it more efficient by

redefining the flow of authority. There can also be changes in functional responsibility such as a move from product to matrix organizational structure

b) Work Design; Work design is a broad term which means the process of defining tasks

And jobs to achieve both organizational and employee goals. It must therefore take in to account the nature of the business , the organization structure, the information flow and decision processes, the differences among employees, and the reward system. Within the broad scope of work design is the design of individual jobs that is job design

c) Job Enrichment: Job enrichment implies increasing the contents of a job

or the deliberate upgrading of responsibility, scope and challenge in work. Job enrichment is a motivated technique which emphasizes the need for challenging and interesting work

3) Miscellaneous Techniques: a) Survey Feedback: The wide range of data is collected regarding working

conditions, quality of work, working hours, wages and salaries, attitude of employees relating to above from the employees . These data are then analyzed by the team of managers. They find out the problem, evaluate the results and find out solutions. Managers conduct meetings with their subordinates and discuss the information, allow subordinates to interpret the data. After this plans are prepared for making necessary changes. 

b)Team Building: This method is specifically designed to make improvement in the

ability of employees and motivating them to work together. This method of team building is used because people in general do not open up their mind and not honest to their fellows. As they does not mix up openly and fail to express their views to the peers and superiors. This technique helps them express their views and see how

others interpret their views. It increases the sensitivity to others’ behaviour. They learn many aspects of interpersonal behaviour and interactions.

c) Process Consultation: Under this technique the consultant or expert provides necessary

guidance or advice as to how the participant can solve his own problem. Here the consultant makes correct diagnosis of the problem and then guides the participants.

Process consultation technique is developed to find solutions to the important problems faced by the organization such as decision making and problem solving, communication, functional role of group members, leadership qualities. Consultant is an expert outside the organization.