Organizational Development

ORGANIZATIONAL DEVELOPMENT:

DEFINITION, CHARACTERISTICS, UNDERLYING ASSUMPTIONS AND VALUES OF OD

Definitions of OD

An Old Standard Definition of OD “Organization Development is an effort

1)planned, 2)organization-wide, and 3)managed from the top, to 4)increase organization effectiveness and health through 5)planned interventions in the organization's 'processes,' using behavioral-science knowledge.” (Beckhard, R. 1969).

Definitions of OD

OD is a system wide application of behavioral science knowledge to the planned development and re-enforcement of organizational strategies, structures, and processes for improving an organization’s effectiveness

(Cummings and Worley, 1993).

From the above definitions following points emerge:

(a) OD is a field of applied behavior science technologies.

(b) It is related to planned change.

(c) The study of OD is concerned with the total organizational systems and processes.

(d) OD is related to achieving congruence among organizational components like structure,

culture and processes.

(e) OD is a long-term strategy intended to change beliefs, attitudes, values and organizational

structures.

(f) The study of OD is aimed at developing overall organization with particular reference

to development of organizations renewing capacity.

(g) It involves initiating actions so that organization’s are transformed into Learning Organizations.

Salient Features

Characteristics of OD

OD is a planned strategy to bring about organizational change

OD always involves a collaborative approach to change

OD programs include an emphasis on ways to improve and enhance performance Enhancing congruence between organizational

processes, strategy, people and culture Developing new and creative organization solutions Developing the organization’s self renewing

capacity

Characteristics of OD

OD relies on a set of humanistic values about people and organizations

OD represents a system approach OD is based upon scientific approaches

to increase Organizational effectiveness

Multiethnic culture.

Joint responsibility. Involves learning principles.

Focus on human.

Assumptions of OD

Assumption about people as individuals: Most people have drive towards personal

growth and development Most people are capable of making higher level

of contribution to organization goals Assumption about people in Groups and

about Leadership The most psychologically relevant reference

group for most people is the work group Most people wish to be accepted with at least

one small refernece group

Assumptions of OD

Group members must assist each other with effective leadership and member behavior

Suppressed feeling and attitudes adversely affect the problem solving, personal growth and job satisfaction

Level of interpersonal trust, support, and cooperation is much lower is most groups and organizations than is either desirable or necessary

Solutions to most attitudinal and motivational problems in organizations is transactional

Assumptions of OD

Assumption about people in Organizational Systems The interplay of dynamics of work team has

a powerful impact on the attitudes and behavior of people

Win-lose conflict strategies are not optional in the long run to the solution of most organizational problems

“WIN-WIN Situation creation is essential”

"An empowered organization is one in which individuals have the knowledge, skill, desire, and opportunity to personally succeed in a way that leads to collective organizational success."

--Stephen Covey04/08/23