Steps / Processes 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.
Organizational development processes may differ from organizations to organizations depending upon the culture of the society in which it is being applied. For example, where trade unions have poetically bent, the workers are on the board of directors. There are also more industrial government interactions. In such climate, organizational development is more concerned with power and political implications of the action plans. The OD process consists of following steps.
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1. Initial Diagnosis / 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.
After having an initial diagnosis and solution to problems, data will be given back to employees for collecting their viewpoints. The situation of confrontation may arise at the time of discussion on solutions of problems.
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.
Data are used by the groups to suggest specific recommendations for change. They discuss the problems faced by the organizations and stretch specific plans including who is responsible for problems and at what time.
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. Understanding and co-ordination will be developed among different groups to achieve the objectives. In other words, with the development of natural team (a manager and his sub-ordinates), the larger groups comprising several teams may be developed. In this way, it will include the whole organizations.
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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