1. PRESENTED BY,
SHEENA MANI
MACFAST

2. ORGANISATIONAL DEVELOPMENT
The term organisational development was coined and
used by Richard Beckhard in the mid 1950s as a
response to the need for integrating organizational
needs with individual needs.

3. DEFINITION
Organisational development consists of planned effect
to help persons and work to live together more
effectively over a time in their organization.

4. CHARACTERISTICS
1.Organisational Development is an educational strategy
that attempts to bring about a planned change.
2. Organisational Development relates to real
organisational problems instead of hypothetical cases.
3. Organisational Development uses sensitivity training
methods and lay emphasis on the significance of
experiment based training.
4. Its change agents are almost external consultants outside
of the organisation.

5. 3. Organisational Development uses sensitivity
training methods and lay emphasis on the significance
of experiment based training.
4. Its change agents are almost external consultants
outside of the organisation.

6. OBJECTIVES
 Making individuals in the organization aware of the
vision of the organization.
 Encouraging employees to solve problems instead of
avoiding them.
 Strengthening inter-personnel trust, cooperation, and
communication for the successful achievement of
organizational goals.

7.  Encourage every individual to participate in the
process of planning, thus making them feel
responsible for the implementation of the plan.
 Creating a work atmosphere in which employees are
encouraged to work and participate enthusiastically.
 Replacing formal lines of authority with personal
knowledge and skill.

8. PROCESS OF ORGANISATIONAL DEVELOPMENT
1)Initial Diagnosis: The initial diagnosis refers to finding the
inadequacies within the organisation that can be corrected by
OD activities . The outside consultants can be also employed
to help in diagnosing the problems and diagnosing OD
activities.
2) Data Collection: The survey method is employed to collect
the data for determining organizational climate. It also helps
in identifying the behavioural problems that are rising in the
organisation.
3)Data Feedback: The collected data are analyzed and
reviewed by various work groups that are formed for this
purpose.

9. 4) Selection of Interventions: The interventions can be
described as the planned activities that are introduced into
the system to achieve desired changes and improvements.
The suitable interventions are to be selected and designed
at this stage.
5) Implementation of Interventions: The selected
intervention should be implemented progressively as the
process is not a one shot, quick cure for organisational
problems.
6) Action Planning and Problem Solving: To solve the
specific and identified problems by using the collected
data, groups prepare recommendations and specific action
planning.

10. .
7) Team Building: The consultants explain the advantages
of the teams in OD process and encourage the employees
throughout the process to form into groups and teams.
8) Inter-group Development: After the formation of
groups/teams, the consultants encourage the inter-group
meetings, interaction etc.
9) Evaluation and follow up: The organisation should
evaluate the OD programmes and should find out their
utility, and develop the programmes further for correcting
the deviations