Organization Development - A step towards effective change management |
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Development
is a subjective idea but is the ultimate objective of any organization.
Organization first need to prepare all such factors for accepting changes
and then implement the same.
O.D is a planned strategy which aims towards
development of individuals and groups in an organization and
solving problems which directly or indirectly have an impact on
organization growth.
As per Cecil., Wendell and French O.D. is a "Long
term effort led and supported by top management to improve organization
visioning , empowerment , learning and problem solving skills through an
ongoing collaborative process with emphasis on intact work
teams , and utilizing consultant –facilitator role , theory and
technology of behavioral science including the action research model
."
Characteristic features of O.D. - O.D. is
a planned developmental strategy that aims at improving performance of
individual's .The main characteristic of O.D. are – Defining O.D.Intervention – O.D being process of
bringing desired change and a innovative way of doing things the technique
varies as per the problem and area where the intervention needs to be
applied
They are planned activities in which clients and
consultants participate during the course of an organization development
program. They are set of planned activities which aim to bring desired
change. They refer to action component to improve organization fit between
individual and organization
These intervention whether aimed to improve poor
morale, productivity, communication problems , organization culture ,poor
quality , conflict management .poorly designed task etc. demand
intervention of different type suitable to the type of problem.
The intervention to be applied depends on and nature of
problem. There is various intentions which can be applied by the
facilitator or the consultant after reviewing, analyzing, diagnisosing the
problem area e.g. Team interventions, sensitivity training, survey
feedback, process consultation, Role analysis technique, role negotiation
technique force field analysis, intercrop team interventions the
effectively and success of any intervention will depend on how well the
suitability and accuracy the intervention is been applied.
Process of O.D. –Different authors have given
different methods and ideas about how to implement an O.D. intervention
Again varying right from the needs, severity and the type of expertise
required the interventions differ from organization to organization.
It is generally carried out in 4 phases. Approach towards O.D.
O.D is different in approach when discussed in terms of development
because the approach and the type of intervention vary as per the
requirement .It should be followed with such an approach – Utility of Warner Barkers approach towards implementing O.D.
process in an organization
Warner Barkers gave an insight into how O.D process should
be implemented after identifying and analyzing the problem area .He gave 7
phases for implementing O.D. For this purpose evaluating an O.D intervention by observation,
behavioral change, attitude change, productivity improvement, level of
motivation, sound Industrial relation, industrial harmony or such
indicators which help in perceiving that intervention has brought changes
can e done.
Irrespective of the type of intervention applied the affectivity and
outcome in form of desired change acceptance on part of employees and
employer always depend on a wise judgment at every stage right from
selection of consultant to informing the employees about the same or the
method of selection .At every stage it becomes the prime
responsibility of both management and employees to extend their full
co-operation in order to accept changes by way of intervention so that
organization dream of bringing positive change in organization can
be fulfilled.
With the help of such techniques not only problem
focused area can be met out but such changes also help in building trust
motivation of employees and results into stability among employees The
competition which the organization face today can also be made better only
when consistent effort aimed towards organization well being
is practiced. |