Steps Involved in the Organizational Development

Steps Involved in the Organizational Development
OD (Organizational Development is a complex process of behavioral interventions. OD responds to unique problems of a specific organization. It is designed and implemented systematically. The OD process consists of following steps.
  1. Initial Consultation: The first step in the organizational development process is to approach the organizational development consultant to determine the types of OD programme to be developed. The consultant may be a professional consultant from outside or he may internal service personnel, expert in organization development programmes. At this point, the consultant may have consultation with person from various levels in the organizations in order to gain the knowledge of imports. For this purpose, he may interview such persons or he may adopt any other way to be acquainted with the necessary information. 
  2. Data collection: The next step in the process is data collection. The consultant meets various groups away from the work in order to determine the organizational climate and behavior problems faced by the organization. They gather information through surveys and develop information through interviews etc.
  3. Data feedback and confrontation: Data, so collected are made known to work groups concerned and are asked to review the data collected. They so through the data and locate the points of disagreement, discuss such points and take the decision and then suggest the priorities for change.
  4. Action planning and problem solving: Data are made known to work groups concerned and are asked to review the data collected. They so through the data and locate the points of disagreement, discuss such points and take the decision and then suggest the priorities for change.
  5. Team building: During the whole process, group meetings are convened to discuss the programme and the consultant in the whole process as a team. The consultant helps them to see the value of open communication and trust them. These are essential prerequisites for improved group functioning. Consultant also encourage team building through organizing meeting with managers and their immediate subordinates so that they can improve the functioning of the work group with the guidance of consultant.
  6. Inter group Development: With the development of natural team (i.e. a manager and his subordinates), the larger groups comprising several team may be developed. In this way, it will include the whole organization.
  7. Appraisal and follow up: The consultant further helps the organization in making an appraisal of the programmes and find out deficiencies if any. He can develop additional programmes in are where the original programme is felt ineffective and results are poor and that requires improvement. Thus, the consultants advise follow up for better understanding.
Thus, the above social process and the steps discussed are not the same with every type of organization. They may differ from organization to organization depending upon culture of the society in which it is being applied.

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