We can follow the following techniques to make the OD (Organizational Development) more effective:
1. Organizational restructuring: The most comprehensive type of organization change/ development involves a major reorganization, usually referred to as a structural change – a system-wide rearrangement of the task division and authority and reporting relationships. A structural change affects performance appraisal and rewards, decision making, and communication and information processing system.
|2. Task and technological changes: This is another way to bring OD at organizational (macro) level. It may try to change task or the technology or both of them as per necessity. |
3. Goal setting (MBO): Management by objectives (popularly known as MBO) is an extremely popular tool of OD. It was the first described and advocated by Peter Drucker in 1954. He stressed that business performance requires that each job be directed towards the objective of the whole business.
MBO, also referred to as “Management by Results” is based on the assumption that involvement leads to commitment and if an employee participates, in setting goals, such employees will be motivated to perform better. It ultimately leads to the achievement of objectives. As an OD technique it involves the following steps:
- People who are involved in the programme must be educated about the basic principles and procedures of MBO.
- Employees and managers meet formally and agree upon clear-cut and quantifiable objectives.
- Progress towards the chosen objectives is reviewed after some internal feedback is provided to employees.
- An overall evaluation is made to assess the current progress for the next cycle of objective setting and planning.