Organisational Development Principles, Process, Importance

Principles

1. Values-Based: Values-based key variables include.

• Collaboration: Builds collaborative relationships between the practitioners and the client while encouraging collaboration throughout the client system.
• Self-awareness: OD (Organization Development) practitioners engage in personal and professional development through lifeline learning.

2. Systems focused: Approaches communities and organizations as open systems: that is, acts with the knowledge that change in one area of a system always results in tin changes in one area of a system always results in changes in other areas, and change in one area cannot be sustained without supporting changes in other areas of the system.
3. Action Research: Continuously reexamines, reflects, and integrates discoveries throughout the process of change in order to achieve desired outcomes. In this way, the client members are Involved both in doing their work and in dialogue about their reflection and learning in order to apply them to achieve a shared result.
4. Informed by data: Involves proactive inquiry and assessment of the internal environment in order to discover and create a compelling need for change and the achievement of a desired future state of the organization or community.

Process

(1) Initial Diagnosis:

If executives recognise that there are inadequacies within organisation which can be corrected by OD activities, it is necessary to find out the professional and competent people within the organisation to plan and execute OD activities.

If competent people are not available within the organisation the services of the outside consultants to help in diagnosing the problem and developing OD activities are to be taken. The consultants adopt various methods including interviews, questionnaires, direct observation, analysis of documents and reports for diagnosing the problem.

(2) Data Collection:

Survey method is used to collect the data and information for determining organisational climate and identifying the behavioural problems.

(3) Data Feedback and Confrontation:

Data collected are analysed and reviewed by various work groups formed from this purpose in order to mediate in the areas of disagreement or confrontation of ideas or opinions and to establish priorities.

(4) Selection and Design of Interventions:

The interventions are the planned activities that are introduced into the system to accomplish desired changes and improvements. At this stage the suitable interventions are to be selected and designed.

(5) Implementation of Intervention:

The selected intervention should be implemented. Intervention may take the form of workshops, feedback of data to the participants, group discussions, written exercises, on-the-job activities, redesign of control system, etc. Interventions are to be implemented steadily as the process is not a “one-shot, quick cure” for organisational malady. But it achieves real and lasting change in the attitudes and behaviour of employees.

(6) Action Planning and Problem Solving:

Groups prepare recommendations and specific action planning to solve the specific and identified problems by using data collected.

(7) Team Building:

The consultants encourage the employees throughout the process to form into groups and teams by explaining the advantages of the teams in the OD process, by arranging joint meetings with the managers, subordinates, etc.

(8) Intergroup Development:

The consultants encourage the intergroup meetings, interaction etc., after the formation of groups/teams.

(9) Evaluation and Follow-Up:

The organisation evaluates the OD programmes, find out their utility, and develop the programmes further for correcting the deviations and/or improved results. The consultants help the organisation in this respect.

All the steps in the OD processes should be followed by the organisation in order to derive full range of OD benefits.

Importance

A change agent: Very important aspect of organization development is change. Agents of behavioral scientists encourage people of the organization to solve problems. His main strength is comprehensive knowledge of human behavior.

Contractual relationship: For the establishment of the contractual relationship between the concerned parties in the organization, organization development can play a significant role. Contractual relationships help to ensure the successful implantation of plans.

Sponsoring organization: The imitative for organization development programs come from an organization that has a problem. This means that to management’s awareness that the problem exists and has decided to seek help in solving it.

Implement performances: Through the OD process improved relations, effective commutation, and enhanced ability to copy of all kinds, more effective decisions, etc. are possible. It indicates an improvement in the performance of all sides.

Applied behavioral science: OD process states its activities by applying behavioral science principles without applying so that people cannot be made fit for implementing the program.

Organization self-renewal: OD program helps self-renewals also. People become conscious of their responsibilities in the future for the organization and society. It minimizes suspension and control steps.

High morale and satisfaction: If reasonable OD programs are undertaken, morale and satisfaction of employees may be increased, which can result in a good performance.

Increased motivation: OD programs increase the motivation of employees. The motivation of employees can ensure high productivity and sensibility. On the other hand, demotivated employees destroy good deeds even.

Increased competitive ability: Developed organization cans again competitive ability. This position can be gained by producing high-quality goods. Rendering better services, expanding the market, sending goods at the doorsteps of customers, and so on.

Quality goods & services: Whether OD has taken part properly or not, it is proved through the quality of goods and services. If quality does not improve, OD does not carry and y value.

Research & Development: Research and development are the successful weapons of any organization. It helps innovate, improve the quality of goods and services, and increase competitive strengths.