Organizational Development

Organizational development (OD) is the most significant, innovative, integrated process of achieving operational efficiency and effectiveness in organization. According to Bennis a pioneer in the field of OD is a response to change, a complex educational strategy intended to change, the beliefs, attitudes, values, structure of organizations so that they can better adopt to new technologies, market and challenges and decrying rate of change, itself. It is essentially a long-range effort to improve an organization's problem solving abilities and its ability to cope with change (i.e. internal as well as external). OD is a planned and calculated attempt to change the organization, typically to a more behavioral environment. It places high priority on humanistic values and goals. It is a way of looking at the whole human side of organization life.

Objectives and Goals of Organizational Development
A typical OD programme has the following objectives and goals.
  1. To increase the level of interpersonal trust among employees.
  2. To increase employee's level of satisfaction and commitment.
  3. To increase openness of communications.
  4. To confront problems instead of sweeping them under the rug?
  5. To effectively manage conflict.
  6. To increase co-operative and collaboration among employee.
  7. To improve the organization's problem solving and self-renewal capabilities.
1. Increase the levels of interpersonal trust among employees: The main objective of OD effort is the improvement in internal potentialities. OD with its strategy brings out that potentialities and use it to gain competitive advantages. This benefits both the organization and employee.

2. Development of more effective team management:
Teamwork is more effective than individual work. Complex task becomes simple with team spirit. A self-managed team increases the effectiveness of the organization. Thus, OD puts its effort for the development of effective team management.

3. To effectively managed conflict:
OD helps in the development of better method of conflict resolution instead of usual bureaucratic methods. It adopts the techniques like face-to-face communication, participation methods to handle the conflict.

4. To increase co-operation and collaboration among employees:
All the OD techniques are built on humanistic democratic values. It value human more. It does not equalize human with machinery component it treats employee as the living resources.

5. Openness of communications:
Miss-communication is the source of conflict. Close communication is the barriers for development. To remove conflict and to support idea exchange, innovation and creation, required OD welcomes the open communication pattern. Open communication facilities the flow of idea and information is in the organization that is fruitful for OD.

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